global corporate catalog

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Design.Develop.Train

Global Corporate Performance

August 2016 Course Catalog

Powerful Training. . .Powerful Results

P.o. box 12469, Arusha and Dar es salaam,www.globalcorporateperformance.com (255) 655-973248/ 0764564374

Knowledge Source: Powerful Training. . .Powerful Results

Global Corporate Performance provides a wide range of training and development solutions to improve employee skills, morale, satisfaction and performance. In addition to our successful workshops, we provide services that include assessments and analysis, consulting, coaching, project management and continuous improvement programs. Knowledge Source offers you an easy way to link your organization’s needs and goals to Global Corporate Performance’s performance

solutions workshops. All of our workshops are tailored, flexible, interactive and engaging. We use the outlines in this catalog as a starting

point to identify the topics and delivery methods that will create the most successful outcomes. Delivery methods include instructor- led classroom, instructor-led webinars, virtual learning using podcasts, eLearning, mLearning, self study and structured on-the-

job training, scenario-based and simulations.

TRAINING SOLUTIONS YOU CAN TRUST!

Analysis

Custom Content Development

Delivery

Evaluation


Global Corporate Performance - Course Catalog |

inspire. . .educate. . .entertain!

Keynotes

Topics Include. . .

Time Management

Customer care and negation skills

Teamwork and Commitment

“New Trainer” Survival Skills

Engaging a Disinterested Audience

Executive Presence

e-Training Facilitation Design & Present: Technical Training Tips and Strategies

Motivation: It’s an Inside Job – How to

Create a Motivating Environment Turning Customer Service

into Customer Loyalty Creating a Social Media Strategy Coaching for Leaders:

Improving Skills and Behaviours

to Improve Productivity

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Table of Contents About Global Corporate Performance ....................................................................................... 9

Who We Are .......................................................................................................................... 9 OUR MISSION ......................................................................................................................... 9 VISION .................................................................................................................................... 9 Linking People, Process & Technology ............................................................................. 11 Instructional Design Approach ............................................................................................. 12 Corporate Smart Series - Flagship Courses .......................................................................... 15

ORGNANIZATION COMMUNICATION

Communicating Effectively .................................................................................................. 18 Presentation Skills Essentials: Presentation Smart© ............................................................ 19 Advanced Presentation Skills ............................................................................................... 20 Presentations - More Than Ideas Webinar .......................................................................... 21 Business Communications ................................................................................................... 22 Effective Meeting Essentials: Meeting Smart© .................................................................... 23 Business Writing Essentials: Writing Smart© .................................................................. 24 Writing for Leadership ......................................................................................................... 25 Writing to Improve Your Bottom Line ................................................................................. 26 Technical & Report Writing .................................................................................................. 27 Conversation Smart© ........................................................................................................... 28 People Skills & Professionalism: People Smart© .................................................................. 29 Dealing with Difficult People ............................................................................................... 30 Building Stronger Business Relationships ............................................................................ 31 Building Better Relationships with Emotional Intelligence .................................................. 32 Conflict Management Strategies ......................................................................................... 33 Executive Presence .............................................................................................................. 34 People Skills for a Global Workforce—Cultural Intelligence ................................................ 35 Understanding Yourself—The Key to Success ..................................................................... 36 Think on your Feet! Present with Clarity & Confidence ...................................................... 37 Creating Winning Business Writing through Storytelling .................................................... 38 Mastering the Art of Email to Propel Your Career ........................................................... 39

HUMAN RESOURCES

Ethics .................................................................................................................................... 42 Workplace Violence Prevention .......................................................................................... 43 Behavioral Interviewing ....................................................................................................... 44 Harassment Training ............................................................................................................ 45 On-Target On boarding ........................................................................................................ 46

MANAGEMENT AND LEADERSHIP

Values Based Leadership ..................................................................................................... 48 Effective Leadership ............................................................................................................. 49 Fundamental Leadership Skills ............................................................................................ 50 Coaching Skills for Leaders ................................................................................................... 51 Influencing Corporate Culture ............................................................................................. 52 Delegation Dilemma ............................................................................................................ 53 Managing Employee Performance....................................................................................... 54 Coaching For Performance .................................................................................................. 55 Building Leaders ................................................................................................................... 56

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Building Managers ............................................................................................................... 57 Workload Management ....................................................................................................... 58 Personal Leadership: Developing the Leader Within ........................................................... 59 Coaching for Success ............................................................................................................ 60

MANAGEMENT

Time Management Essentials: Time Smart© ........................................................................ 62 Time Management Using the Time Mastery Profile ............................................................ 63 Getting Organized ................................................................................................................ 64 Project Management ........................................................................................................... 65 Project Management for Non-Project Managers ................................................................ 66 Stress Management ............................................................................................................ 67 Balancing Work and Family Life ........................................................................................... 68 Faces of Change ................................................................................................................... 69 Goal Setting that Generates Success ................................................................................... 70

CUSTOMER CARE AND SERVICES Customer Service ..................................................................................................................... 72

Customer Service Essentials: Customer Smart© .................................................................. 72 Customer Service Excellence ............................................................................................... 74 It’s Not My Fault, but It Is My Problem ................................................................................ 75 Automotive Dealership Customer Service ........................................................................... 76 Successful Negotiation Techniques ..................................................................................... 79

SALES

Effective Selling .................................................................................................................... 80 Relationship Based Selling ................................................................................................... 81 Powerful Negotiations ......................................................................................................... 82 Consultative Selling .............................................................................................................. 83 Prospecting – I Know They’re Out There Somewhere! ........................................................ 84 Successful Selling – The Basics and Beyond! ....................................................................... 85 Sales Force Management and Leadership ........................................................................... 86

STRATEGIC PERFORMANCE

Removing Barriers to Peak Performance ............................................................................. 89 Making Change Irresistible .................................................................................................. 90 Self-Directed Learning ......................................................................................................... 91 The Problem Solving Process ............................................................................................... 92 Adaptive Decision Making ................................................................................................... 93 Polarity Thinking .................................................................................................................. 94 Social Media is Changing Everything — Including Your Business ........................................ 95 Strategic Thinking ................................................................................................................ 96

TEAM BUILDING Teams ...................................................................................................................................... 99

Working with Virtual Teams ................................................................................................ 99 P.E.R.F.O.R.M. Team Effectiveness .................................................................................... 100 Building Successful Teams ................................................................................................. 101 Developing and Managing Effective Teams ....................................................................... 102 Team Building 101 ............................................................................................................. 103 Building Teamwork & Commitment .................................................................................. 104 Five Behaviors of a Cohesive Team .................................................................................... 105

PROFESSIONAL Train-the-Trainer Workshop “Certified” ............................................................................ 107 Beyond T3: Enhance Your Training & Engage Your Audience............................................ 108 Return on Expectations ...................................................................................................... 109 How to Facilitate Virtual Training ...................................................................................... 110

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How to Design & Present Technical Training ..................................................................... 111 Training Excellence Boot Camp for Training Professionals ................................................ 112 Instructional Design Fundamentals ................................................................................... 113 Instructional Design — Digging Deeper ............................................................................. 114 Story-Based eLearning Design ........................................................................................... 115 Design & Present On the Job Training (OJT) .................................................................. 116 Scenario-Based eLearning Design ................................................................................... 117 Discovering the Power of PowerPoint ............................................................................... 118 DiSC® Certification ........................................................................................................... 119


Multi- Webinar

Session

Communicating Effectively • • • •

Presentation Skills Essentials: Presentation Smart© • • • Advanced Presentation Skills •

Presentations - More Than Ideas Webinar • •

Business Communications • • •

Effective Meeting Essentials: Meeting Smart© • • • Business Writing Essentials: Writing Smart© • • • Writing for Leadership • • •

Writing to Improve Your Bottom Line • • •

Technical & Report Writing •

Conversation Smart© • • • • People Skills & Professionalism: People Smart© • • • • Dealing with Difficult People • • • •

Building Stronger Business Relationships • • •

Building Better Relationships with Emotional Intelligence • • •

Conflict Management Strategies • • •

Executive Presence • •

People Skills for a Global Workforce—Cultural Intelligence • •

Understanding Yourself—The Key to Success • • •

Think on your Feet! Present with Clarity & Confidence •

Creating Winning Business Writing through Storytelling • •

Mastering the Art of Email to Propel Your Career • • •

Human Resources

Ethics • • •

Workplace Violence Prevention •

Behavioral Interviewing •

Harassment Training • • •

On-Target Onboarding •

Leadership

Values Based Leadership •

Effective Leadership •

Fundamental Leadership Skills •

Coaching Skills for Leaders • •

Influencing Corporate Culture •

Delegation Dilemma • •

Managing Employee Performance •

Coaching For Performance • • •

Building Leaders •

Building Managers •

Workload Management •

Personal Leadership: Developing the Leader Within • • •

Coaching for Success • • • •

Management

Time Management Essentials: Time Smart© • • • • Time Management Using the Time Mastery Profile • • • •

Getting Organized • • • •

Project Management • • • •

Project Management for Non-Project Managers • • • •

Stress Management • • • • •

Balancing Work and Family Life • •

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|Workshop Format

Conference Breakout Multi-

Workshop Format Key Session Half-Day Full Day Day Webinar Multi- Or Lunch Training Training Training Session

Faces of Change • Goal Setting that Generates Success • • • •

Customer Service

Customer Service Essentials: Customer Smart© • • • • •

Customer Service Excellence • • • • •

It’s Not My Fault, but It Is My Problem • • • • •

Automotive Dealership Customer Service • • • • •

Sales

Successful Negotiation Techniques • •

Effective Selling • •

Relationship Based Selling • •

Powerful Negotiations • •

Consultative Selling • •

Prospecting – I Know They’re Out There Somewhere • •

Successful Selling – The Basics and Beyond! • •

Sales Force Management and Leadership • •

Strategic Skills

Removing Barriers to Peak Performance • • •

Making Change Irresistible •

Self-Directed Learning •

The Problem Solving Process •

Adaptive Decision Making •

Polarity Thinking • •

Social Media is Changing Everything. . . • • • •

Strategic Thinking •

Teams

Working with Virtual Teams • • •

Building Successful Teams •

Developing and Managing Effective Teams • •

Team Building 101 • •

Building Teamwork & Commitment •

Five Behaviors of a Cohesive Team • • •

Training Professionals: Certification & s

Train-the-Trainer Workshop “Certified” •

Beyond T3: Enhance Your Training & Engage Your Audience • • • •

Return on Expectations • • •

How to Facilitate Virtual Training •

How to Design & Present Technical Training • • •

Training Excellence Boot Camp for Training Professionals •

Instructional Design Fundamentals • • • •

Instructional Design — Digging Deeper • • •

Story-Based eLearning Design •

Design & Present On the Job Training (OJT) •

Scenario-Based eLearning Design • •

Discovering the Power of PowerPoint • •

DiSC® Certification • •


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About Global Corporate Performance

Who We Are

Global Corporate Performance specializes in helping you identify people and process challenges that may be preventing your organization from achieving optimal results. We take a collaborative approach to create a tailored strategy for success. Global Corporate Performance’s goal is to partner with you to assess, envision, develop, and execute powerful training that increases productivity and confidence; improves performance, and inspires continuous focus on excellence through a wide range of learning solutions.

Global Corporate Performance is a full-service learning solutions provider, with 5+ years’ experience in process, technology, and performance development serving clients around the world. We are committed to building long-term relationships with our clients and providing world-class customer service and customized training strategies and solutions. We listen, we respond, and we take action to help you implement the desired changes to reach your goals.

Our most impressive asset: a talented consultant base with skills in facilitating, training, coaching, instructional design, technology, multimedia development, organizational development, talent development and project management. We assign the best talent to fit opportunities unique to your organization. It is important for us to learn about your company and immerse ourselves into the culture, vision and company strategies.

GLOBAL CORPORATE PERFORMANCE is welcoming people from every discipline and culture who seek a deeper understanding of human potential and wealth of the world. We believe passionately in the power of thoughts, ideas, innovation, entertainment, design and technology to change lives and, ultimately, the world. GLOBAL CORPORATE PERFORMANCE intents to build a home to constantly growing and rising, setting ultimate standards in all levels.

Global Corporate Performance have invested over 10 years our time and huge amounts of money researching on the ultimate ways to help people and organizations turn around and accelerate towards their desired goals. We work with various organizations and resource persons (RPs) or experts in various sectors including lecturers, coach’s authors, speakers, counselors and consultants worldwide to develop knowledge content database available in digital and hard copy formats of various learning materials. The materials are in the audio, video and written format. We, GLOBAL CORPORATE PERFORMANCE believe that change is “an inside job.” Change requires commitment, Change requires persistence, Change requires determination, and Change requires patience. Change is a process that unfolds when the individual’s mind comes into alignment and cooperation with the flow of life, the universe at large. So often, we complain about what needs to change in the world and in our lives. And, we “try” to make things change outside of ourselves. As a result of our 10 years of research the community, at GLOBAL CORPORATE PERFORMANCE we know that you must . . . BEGIN WITHIN.

We invite you to allow us to support you on your journey into yourself – a journey that can lead you to the ultimate performance and prosperous life in both individual and corporate world. Join us for our In house and public trainings, experiential learning, workshops, classes, tele-classes, coaching, consultation, counseling, mentoring, motivating. Choose any program, and our registered experts in that field will be there.

OUR MISSION Our mission is to be the leading organization worldwide in human excellence development and result oriented professional consulting,Corporate Performancees, training and research in performance improvement matters. VISION Transforming individuals’ and organization’s inner visions and ideas a into clear direction and produce ultimate results -driven action

Corporate Values Our Corporate Values provide the foundation for Global Corporate Performance’s Business Principles. Our values and principles also support us on our journey to corporate growth. At Global Corporate Performance, we’re committed to achieving our mission. This requires great people who are bright, creative and energetic, and who share the following values:


Integrity: We are committed to integrity in all that we do, always and everywhere.

Respect: We respect every individual – our employees, our consultants, and our clients. We value and benefit from the diversity and entrepreneurial spirit of each person.

Integrity

Dedication Respect

Team Work Professionalism

Commitment

Professionalism: It is our duty to perform to the highest standards of professionalism. We are determined to deliver outstanding quality so that we unite with our clients and have long lasting relationships.

Teamwork: This is the essence of our ability to succeed as a trusted vendor of training solutions to our clients. We continue to learn from our employees, consultants and strategic partners – sharing skills, resources, and experiences to help benefit our clients as well as ourselves. Commitment: We are committed to personal excellence and self-improvement. We draw strength from performance evaluations; striving to excel and improve in all aspect of business. Dedication: We are dedicated and have the willingness to take on big challenges and see them through.



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About Global Corporate Performance,

Linking People, Process & Technology

Global Corporate Performance is a learning solutions company that helps organizations increase their employees’ performance

by linking its people, process and technology.

PEOPLE Employees are an organizations #1 Asset. By assessing current employees’ competencies and/or their work environment, Global Corporate Performance will design and develop an effective training and communication plan that will embrace change.

PROCESS Processes are two-fold: organization-wide and project-based. Global Corporate Performance will analyze the current procedures to ensure appropriate processes are established. Improved processes increase productivity, consistency and quality.

TECHNOLOGY Technology is a tool that assists PEOPLE to complete their PROCESSES more efficiently. Whether it’s the computer systems, tracking devices, training tools, performance support tools, etc., Global Corporate Performance is prepared to work with this component to analyze, recommend and deliver a total solution.

The bottom line is this: PEOPLE need to understand and accept the organization’s PROCESS, while knowing how to use the TECHNOLOGY available. When there is a balance between people, process and technology, it is easier for organizations to obtain their business goals. Global Corporate Performance continually refines its process to ensure our clients’ success through complete and engaging solutions.



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|About Global Corporate Performance, Inc.

Instructional Design Approach

Global Corporate Performance believes in using instructional design models. The majority of our designs leverage the cyclical nature of the ADDIE, SAM, or AGILE models. What makes us unique is our ability to blend these classical models with contemporary delivery approaches to create immersive and motivational learning solutions. Our interactive approaches to client partnering result in superior outcomes through improved efficiencies throughout a projects design, development, and implementation phases. Even though we leverage classical instructional design, our designs incorporate

the best blend of delivery options solution identified as viable through the design

process. Global Corporate Performance solutions include, but are not restricted to

online learning (WBT, webinar, e and learning, for example), instructor led (ILT),

facilitated learning, (FL), virtual instructor-led (VILT), gaming, and immerging

technologies. We believe in and know that blended solutions work! Global Corporate Performance’s number one objective is to align your training

outcomes with your business goals and strategies.

Analyze Design

Our Process

Evaluation Develop

Pilot Testing Review

Want to design and develop materials? Performance support tools: job aids, eLearning modules, case studies in a box, podcast, videos, simulations as well as facilitator guides, participant guides, e-books, assessments, PowerPoint decks, communication materials to support technical and soft skills training initiatives.

Who might need ID? If you have in-house personnel who are taking over various design, production, and development roles—or need to learn new software tools, technologies, and applications—a custom curriculum may be perfect for you.

The Global Corporate Performance Process

Needs Analysis Training doesn’t solve all performance problems. A training needs assessment is the process of identifying performance-based problems and pinpointing those problems that can or should be addressed through training. This type of assessment will determine the performance gap (examining the current performance against the optimal performance) that must be improved to increase productivity, response time, customer satisfaction, etc. A training needs assessment will also evaluate your current training to see if it is relevant as well as establish a direction for future training development. There are many factors that impact performance including: tools, incentives, environment, teams, and access to

information. The needs analysis will help better define the problem so that Global Corporate Performance can recommend

the best solutions.

Audience Analysis Understanding the audience is critical to a successful training program. Identifying their current knowledge, interest in learning more, concerns, and challenges will provide an opportunity to tailor the program to fit various needs. Understanding your audience means gathering data through focus groups, interviews, conversations with Subject Matter Experts (SMEs), surveys, questionnaires, observing, and other proven methods.



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About Global Corporate Performance, Inc. |

Delivery Method Analysis What is the best approach for training? Instructor led, web-based, eLearning, self-study? This analysis will determine what the best style(s) of training are for the target audience. Global Corporate Performance believes in a blended learning approach, which uses a variety of teaching and learning techniques. People learn in all different ways so by reaching out to all types of learners your training will be most effective.

Task Analysis Training is only relevant if the audience can apply it to their jobs. It must be task-oriented and focused on improving actual on-the-

job performance. A task analysis will help define the training’s performance objectives for the audience.

Project Management Good communication and organization equals positive, successful results. Consistent review of the goals and tasks ensure that projects stay on track and are delivered on time and within budget.

Design Content development begins with a high level design document; just as a builder would use a blue print from an architect. The course design comes from the analysis process. Using the performance objectives uncovered from the task analysis, content developers create a whiteboard for the course. This is a preliminary plan for all lessons and modules with their associated performance objectives and activities. There is also the proposed method of evaluation for the course. The course design is reviewed by the Project manager(s) and SMEs before the course development occurs.

Development Full development begins only after the client has approved the course design including the outline, performance objectives, activities, and the evaluation. Each lesson will contain the objectives, activities, evaluation and feedback. Instructional designers use the blueprint (course design) to build the content for each lesson. It’s the trainer’s job to bring the objectives, content, and activities to life with motivation, articulation, and excitement.

Review, Review & More Review… After development, it is the job of the SMEs to conduct a thorough review of the content. This is to ensure the content is technically

accurate. It is the job of the instructional designer to take the information gathered and deliver it in a user-friendly, non-technical style of

writing. We use a review process that starts with the SME’s to check that the content makes sense and is communicating an accurate

message. The next level of review involves an editing team checking for grammar, spelling, format, and style consistency.

Pilot Before course roll out, a pilot takes place with actual learners. This is a chance for the trainers and client to review the course a

final time before its implementation to the participants, department, or company wide audience. This is an integral part of the development process. It allows the development team (including the training specialists, SMEs,

instructional designers and instructor) to gather feedback from actual participants in a real world setting. Some questions and topics to keep in mind while running the pilot include:

• Time allotment for each module and activity • Are the instructions for activities and exercises clearly stated

• Flow of the course • Are the learning objectives achieved by the end of the course

• Is the material user-friendly • Collect feedback from learners

• What are the course assessment tools • What revisions need to be made Revisions and fine tuning of the course continue until the entire development team signs off and everyone is in agreement with

the final product.



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About Global Corporate Performance, Inc.

Corporate Smart Series - Flagship Courses

Corporate Smart Series is comprised of our most popular performance improvement training courses. The series focuses on

individual performance improvement addressing presentation skills, time management, effective meetings, and business writing.

Presentation Smart© – Presentation Skills Essentials This fun, interactive, and engaging workshop is designed to provide you the skills and techniques to design, develop and deliver more dynamic and effective presentations. Full of practice and feedback, you will learn:

To formulate clear, concise objectives The importance of planning the structure of

a presentation To create a dynamic opening To create visuals to complement and clarify your message How to communicate to different audience needs Techniques to reduce stress and the fear of presenting Optional: Some basics of PowerPoint to enhance

your presentation

Meeting Smart© - Effective Meeting Essentials Meetings take up to 70% of our work time! Are yours as productive and efficient as they should be? This course provides you with tools and techniques to maximize your meeting time. You will learn:

How to prepare for effective meetings How to manage conflicts Tips to deal with challenges during meetings How to start and end effective meetings How to identify when a meeting should be called

and when it shouldn’t Techniques on how to increase participation

Customer Smart© - Customer Services Essentials

This dynamic, hands-on, and practical workshop will help your organization impact the bottom line with improved customer service skills. Delight your customers by ensuring that everyone understands the basic people skills necessary to create a positive experience. Then go beyond the basics and create an environment that focuses on service.

Understand the impact of customer service on the organization and the bottom line

Improve communication skills for increased understanding

Identify strategies to manage challenging situations Define communication etiquette: email, phone, and face-

to-face

Work with the customer to solve problems Go beyond just “satisfied” customers


Time Smart© – Time Management Essentials Time cannot be managed, but we can manage ourselves, information, and our use of time more effectively. This workshop covers many common time management issues and provides an opportunity to assess current time management habits. You will learn:

How to assess current time management habits The importance of setting goals and prioritizing More effective planning and scheduling techniques How to avoid or deal with common time stealers Tips and tricks to become better organized To create an action plan for changing poor

time management habits

Writing Smart© – Business Writing Essentials

From improved grammar, to clear writing, to better proofreading, this course teaches the basics of business writing. You will learn how to create more effective letters, memos and emails to create a good impression and get the results you desire. You will learn:

The four most common grammar mistakes and how to spot and correct them

How to write high-impact letters and memos and get the results you desire

How to insure your business writing is “politically correct” How to smash your writer’s block How to organize your business writing for better results The rules of netiquette to create better, shorter and

more effective emails How to write a proper letter or memo How to say “no” in your business writing without

risking business relationships Tips on proofreading


Communications

Watch your thoughts; they become words. Watch your words; they

become actions. Watch your actions; they become habits. Watch

your habits; they become character. Watch your character; it

becomes your destiny.

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- Unknown


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| Communication

Communicating Effectively

Class Length 1 - 2 Day(s) Prerequisites None

Overview Each person brings to work a unique set of skills, knowledge, and beliefs. Each person behaves in a way that they feel is successful. The communication challenges in most work environments relate to the establishment and maintenance of trust. Effective interpersonal communication is critical to establishing a motivational work environment that maximizes productivity. This workshop looks at behavior as a choice and increases awareness of the consequences behavioral choices have on others. Participants learn that through adaptive behavior they can choose communication strategies that establish trust, minimize conflict, maximize cooperation, and create a positive work environment that increases productivity and enhances job satisfaction.

Target Audience Anyone who wants to understand others clearly and respond appropriately in business situations, as well as in business scenarios

The Problem Employees productivity is low because of the lack of

trust with co-workers Morale and job satisfaction is at an all-time low

because of conflict among employees Communication among co-workers, cross-functionally

and vertically is non-existent causing stress, low productivity and conflict in the workplace

Our Solution To Learn to...

Link behavior, communication, and trust Improve communication through various approaches Better understand yourself and others Recognize and respect individual uniqueness Deal with differences in communication styles that

can create interpersonal conflict which, in turn, decreases productivity

Leverage individual strengths and adapt

communication strategies that minimize conflict Increase communication and influence management skills Increase both personal and workplace productivity Establish a foundation of behaviour-based communication

skills on which to build other key competencies

Assessment Course Outline

Motivational Principles Conflict and Energy Drains Understanding Behavior - DiSC Personal Profile

System®: Understanding self and others, Respecting differences, Capitalizing on strengths

People Compatibility: Recognizing dimensions of behavior and potential style conflict, Choosing behaviors that demonstrate trust and respect, Maximizing cooperation through adaptive behavior

Keys to Building Trust Action Plans



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Communication |

Presentation Skills Essentials: Presentation Smart©


Overview This fun, interactive, and engaging workshop is designed to provide you with the skills and techniques to design, develop and deliver more dynamic and effective presentations. You will enhance your current presentation style, reduce the anxiety that often accompanies talking in front of a group and deliver a presentation that gets results! The secret to becoming a better presenter? Practice! We provide plenty of practice opportunities throughout workshop. The final day cumulates in a 10 minute presentation that will be recorded for your own review and self-critique. Coaching and feedback from our experienced facilitator and participants is a valuable element of learning in this workshop.

Target Audience Sales people, managers, human resources — anyone who is responsible for presenting information to others to gain support, reach a decision, provide data or sell an idea

Assessment

Course Outline Introduction to Presentations: Why present? Your role? The Presentation Process:

-- Research: collect information and know your subject

matter, understand audience needs -- Planning: create a purpose statement, get creative,

organize the topics -- Develop the Presentation: create the presentation flow

with the presentation development form, begin with a bang, state the purpose, create a script, develop transitions, close with conviction

-- Develop Materials: handouts, reference materials,

visuals rules -- Presenter Skills: V3 communication (vocal, visual,

verbal), prepare for challenges, engage your audience, be yourself

Practice: How and what to rehearse, Steps to reduce fear Present: Practicing Skills

The Problem Fear of speaking in front of a group Lack of preparation and practice Ineffective communication skills Scattered flow of content Poor visuals Unclear message Not understanding audience needs Trying to present “like someone else” — not developing

your own style effectively


Reduce the stress and fear of presenting Plan the structure of your presentation Identify and capture clear objectives Follow the rules when utilizing visuals to complement

and clarify your message Identify and capture clear objectives Communicate to different audience needs Create a dynamic opening



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| Communication

Advanced Presentation Skills

Class Length 1 - 2 Day(s) Prerequisites Presentation Smart© or equivalent experience. Pre-work Participants will be asked to prepare three presentations that will be used throughout the workshop to focus on improvement opportunities Max Participants 10

Overview “A presentation is not about the PowerPoint slides. It’s about the way you go about connecting with your audience to engage, inspire, persuade, and influence.” Anne Harlow Take your presentation skills to the next level and learn how to create and deliver dynamic presentations that generate action and produce results. Increase positive outcomes in meetings, sales presentations, technical communication, strategy, and improvement plans, and overall communication in many situations. This workshop will incorporate ideas, techniques, and practice opportunities to improve current presentation skills. Participants will receive professional coaching and feedback and receive a recorded copy of their practice for self-evaluation.

Target Audience Anyone who desires to improve and fine tune their current presentation abilities. Trainers, executives, managers, subject matter experts, business leaders and others who have some presentation experience and want to take those skills to the next level

The Problem Lack of audience engagement and interaction, ineffective delivery techniques, presentations that provide knowledge but lack energy and passion, and ultimately there are no results or action at the end of the presentation


Define and demonstrate the elements of stage presence Practice audience engagement and interaction techniques Demonstrate confidence and flexibility Execute ability to persuade an audience Create a compelling message and content flow

Design effective visuals

Course Outline Identify your current presentation strengths

and opportunities for improvement Engage your audience by using themes and story-

telling techniques Involve the audience using questions and interaction skills

Enhance your confidence, composure and charisma Learn the art of improvisation Managing virtual presentations Preparing for challenging audiences Create impactful visuals to support your presentation Refresh and customize existing materials Practice skills and receive professional coaching

and feedback



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Communication |

Presentations - More Than Ideas Webinar

Class Length 3 - 90-minute Webinars Prerequisites A desire to be a great presenter. If PowerPoint is used, Discovering the Power of PowerPoint or similar training or experience

Pre-work Everything DiSC® Workplace Profile, prepare a three minute presentation

Overview Every presentation has one specific goal. Your challenge is to achieve that goal as concisely and completely as possible while meeting the expectations of those attending. At play are three critical elements; the goal, the audience, and you.

The goal drives the content, structure, and approach.

The audience drives the style and delivery.

You sell the concept, gain the commitment, drive the call to

action, and close the deal! Of the three elements, which is most critical? You! This workshop uses multiple video recordings to concentrate

on you and what it takes to reach the top of your game.

Target Audience Anyone willing to work hard and change their

presentation behaviors

The Problem How do you bring energy and outcomes to your presentation? Anyone can present, but which presenters do you remember? Which presenters do you avoid? The remembered presenters created an environment that had a goal and set expectations. He or she did more than drone on over projected images that are too complex and boring. Often times, the listener doesn’t care about what you do.


Establish rapport, credibility, and emotional connection

to your audience Leverage this connection to inspire, inform, teach,

coach, facilitate, or persuade Apply innovative ways to involve the audience in what

is real and vital to them Hold attention using emotions Effectively use non-verbals – space, gestures, visual

aids, etc. Explore the use of appropriate humor

Course Outline The Fundamental of Effective Speaking (three minute

opening presentation) Anatomy of an Effective Presentation Your Audience Staying Powerful, Resourceful, and On Track (three minute

presentation of content to this point) Handling Confrontation: The bored, the disgruntled, and

the lazy Applying the “Non-verbals” Bringing It Together (ten minute presentation on your

choice of topic) Presenting in Team Leveraging the Internet



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| Communication

Business Communications


Overview This comprehensive communications course provides the participants with the knowledge and skills to become an effective communicator. In this interactive course, participants will learn the communication process and understand their communication style. They will learn to quickly organize and create clear, concise, and correctly written communications. Participants will practice using theories in role play for successful listening, critical conversations and meetings.

Target Audience Business professionals who want to improve written and verbal communication for better results

The Problem Information not getting to the right people Communications are not being comprehended

as intended Uncomfortable with confronting sensitive or critical issues

Poorly written communications: no flow, missed

deadlines, spelling and grammatical errors Emails that create negative reactions Unorganized meetings


Identify and perform the roles of an effective communicator

Demonstrate active listening Perform critical conversations with confidence Construct written communications efficiently

and accurately Facilitate successful meetings Craft emails creating positive reactions

Course Outline Introduction Your Role as a Communicator Communicating with peers, managers, & subordinates:

Types of information, Communication model, Filters Communication methods: Person, Voice, Written Communication components: Verbal, Voice, Visual, Body

language Communication styles: Understanding your style,

Communicating to styles, Directing, Analyzing, Supporting, Intuiting

Quality of Thinking: Attitude levels, Assuming innocence Communicating UP!: Challenge process Levels of Listening Effective Conversations - Speaking: One-on-one, Difficult

conversations Writing for Results: Plan/Write/Revise, Purpose

Statement, Organization, Three C’s, Document planner Finishing Touches Email Etiquette Effective Meetings: Planning, Facilitator checklist, Roles,

Agenda, Follow-up/Parking lot



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Communication |

Effective Meeting Essentials: Meeting Smart©

Class Length 1 Day(s) Prerequisites None

Overview Meetings don’t have to be dull, boring and unproductive.

Meeting Smart© will help you become a more effective meeting facilitator and a more engaged participant. Using the tools, techniques, ideas, and processes that are provided in this workshop, you can learn to hold meetings where the minutes and hours are well spent to achieve corporate goals!

Target Audience Managers, team leaders, facilitators, human resources — anyone who is responsible for facilitating or attending meetings

The Problem Lack of planning for effective meetings Unproductive meetings Unclear goals, purpose, and focus Meeting interruptions and tangents Lack of participation No decisions, action items, or follow-up

Course Outline Elements of Productive Meetings The Cost of a Meeting: Justifying the meeting costs,

identifying other ways to get the information The Meeting Process (in person and virtual): Plan, Start,

Facilitate, Close, Follow-up Planning: Setting Goals, Using an Agenda, Communicating

Expectations, Identifying the Participants Starting: Restating goals, Setting Ground Rules, Assigning

Roles, Appreciating Participants Facilitation Techniques: Encourage participation, Ask

Questions, Manage Conflict, Staying Focused, Facilitation Tools: The Parking Lot, Flip Charts,

PowerPoint Web Conferencing Best Practices Closing: Summarizing the meeting, Assigning Action

Items and Due Dates, Follow-up: Sending Meeting Notes, Adding follow-up

dates on calendar, Accountability Applying Skills: Create an action plan


Understand the elements of productive meetings Understand the cost of a meeting Consistently use a meeting process for greater success Improve facilitation skills Use various tools to assist with meeting effectiveness

and follow-up Manage interruptions and stay focused Create an action plan



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| Communication

Business Writing Essentials: Writing Smart©


Overview This workshop teaches the basics of business writing including improving grammar, writing with clarity, and being a better proofreader. You will learn how to create letters, memos and emails that are more effective, get the desired results and create a good impression on the reader.

Target Audience Business professionals at all levels who want a quick and easy approach to any writing: emails, general correspondence, memos and reports

The Problem Writing is not clear There are grammar and spelling errors Writing style does not convey the tone and is

not consistent Letters, memos, and emails are not effective and do

not produce desired results


Find and correct the four most common

grammar mistakes Write high-impact letters and memos and get the

results you desire Insure your writing is “politically correct” Smash your writer’s block Organize your writing for better results Understand the rules of netiquette to create

better, shorter and more effective emails Write a proper letter or memo Say “no” in your writing without risking

business relationships

Use the tips on proofreading

Course Outline Grammar Made Easy: Review the rules of

punctuation and spelling, how to avoid the four most common grammar mistakes

Writing For Results: Learn the 5 C’s of effective writing, learn how to measure the clarity of your writing and how to improve it, find out how to give your writing that extra pizzazz

Writing Politically Correct: What should you never do in your writing, how to make sure that your writing meets today’s tough business writing standards

Getting Started: What to do if you have writer’s block?, learn how to get started and how to stay focused on the topic, learn the most important “thing” you must have in the first paragraph of almost everything you write

Effective Writing: Learn the six organizational methods, find out what you learned in grade school that you MUST use in order to create a well organized report

Netiquette: Discover the ten most important rules

to follow when writing an email, learn the new

communication problems email has produced and how to avoid them, find out when email is the proper form of communication and when it is not

Letters And Memos: What are proper memo and letter writing standards, learn how to say “no” in your writing without risking business relationships so you can continue to do business with the reader in the future

Editing And Proofreading: Learn how to edit your documents, learn four techniques to make you a better proofreader and find out the six most commonly missed errors

*Optional: Each participant will be asked to submit, prior to the first day of class, up to three samples which the instructor will review with the participant the day of the workshop. Additional service includes post class coaching and review. Coaching frequency depends on client.



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Communication |

Writing for Leadership

Class Length 1 - 2 Day(s) Prerequisites Business Writing

Overview As a member of management, writing is vital to the success of

your team, project, and career. You are called to write

documents that will be used to represent your organization, as

catalyst to garner resources, or to position your group for

success. Due to the increased usage of technology, the

importance of high impact communication has increased as well. As a leader there is not ample time to be visionary, manage projects, develop people and be a prolific, proficient writer. Writing for Leadership has been developed with the demands on a leader in mind. It focuses on providing practical techniques to write reports, summaries, evaluations, emails, etc. with higher quality and in less time. This is a hands-on, one-day course developed by former senior managers, who have experience as editors of publications and recognize the demands of being a leader in a corporate environment.

Target Audience Anyone who wants to learn the art and science of how to craft powerful documents to persuade and inform leaders, peers and senior management. This program reinforces and expands writing knowledge and skills with a focus on writing for the “C Level” within an organization.

The Problem The tone of written communication is not as

professional as it should be for managers The types of documents and audience needs are different

when someone takes on the role of manager Performance evaluations, reports and other management

documentation is not getting the desired results


Understand the fundamentals of writing as a member of corporate management

Avoid the most common errors spotted by management Write successful executive summaries, successful

reports and performance evaluations Identify and clearly communicate goals and expectations Increase your writing effectiveness Organize your writing to address management needs Use email effectively Get your point across to many different audiences Coach the people that report to you on enhancing their

writing

Course Outline Business Writing Fundamentals Review Technique Creating Masterful Reports The Art and Science of Executive Reports Writing Effective Performance Evaluations Netiquette Points from the “Pros” Avoiding the Communication Killers

*Optional: Each participant will be asked to submit, prior to the first day of the course, up to three samples which the instructor will review with the participant the day of the workshop. Additional service includes post course coaching and

review. Coaching frequency depends on client.



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| Communication

Writing to Improve Your Bottom Line

Course Length 1 - 2 Day(s) or 10 Webinar Sessions Prerequisites Successfully complete a basic writing skills program like Global

Corporate Performance’s Business Writing Essentials, Writing Smart© programs, or a similar program. Complete the Better Business Writing Assessment. Complete an online Everything DiSC Workplace, Everything DiSC Management, or Everything DiSC Sales Profile. (Your role at work determines which profile.) Keyboarding and beyond basic experience using Microsoft Word 2003 or 2007

Overview Do instances of poor writing and bad grammar permeate your business communication? Have poor writing and bad grammar resulted in losing a sale, a promotion, an opportunity, or stalled a successful career? Is writing about good news easier than writing about the not so good? If you answered yes, or maybe, to any of those questions then Global Corporate Performance can help you to become a stronger, faster writer You will become a proficient writer about to apply everything from basic language usage to editing techniques which will erase uncertainty and build self confidence. This highly interactive, fast paced practical writing program is fun and full of tips and techniques that can increase your bottom line by making your written communication compelling, brief, and active.

Target Audience Anyone charged with writing assignments that could

negatively impact their organization

Course Outline This is a practical course. Attendees must complete the six formal assignments listed below. In addition to these formal writing assignments, each may be asked to complete a variety of informal, in-class writing assignments, participate in class discussion, and present reports.

Instructions for a accomplishing a task – e.g., change a tire, address a printer, prepare for a client call, or enter results in a CRM

Two letters/memos/emails Report in response to a supplied sase study or real

life situation A memo written on your major project for the quarter Document the progress made on a major project Edit a provided 10-15 page report

Enrollment requirements: All formats are limited to 10 attendees. Enrollment is tentative until our facilitator has reviewed three to five writing samples - writing samples must be submitted 30 business days prior to the session start date and your Better Business Writing assessment.

The Problem Incomplete messages Incorrect messages Confusing messages


Focus quickly on the purpose of any writing task Reduce reader boredom without sacrificing clarity

or substance Connect audience awareness and your writing style Sequence information and data for maximum impact

and readability Author clear and concise sentences Leverage the active voice Tighten content using punctuation, grammar, lists,

and other techniques Effectively proofread and edit



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Communication |

Technical & Report Writing

Course Length 3 Day(s) Prerequisites Participants should bring at least five writing samples of varying lengths, content, and purpose. These may be their own or from someone else. The author’s identification may be blocked. During this course, these are reviewed and rewritten.

Overview The ability to write clear, concise documents related to technical issues is a highly desirable skill that is much different from writing letters, emails, and non-technical documents. The creation of effective technical materials requires discipline, organization, and a keen eye for detail. This course is designed to give good writers or technical staff members, who have decent writing skills, the tools needed to design, develop, and maintain technical documents.

Target Audience Good writers or technical staff who have decent writing skills, but require the tools needed to design, develop, and maintain technical documents

The Problem Lack of consistency, format, and type style Inconsistent organization and structure Failure to consider target audience


Put complex subjects in terms that are clear and concise Use the development of a writing style that’s more useful

to readers Write reports using a fast and easy approach Write reports that maximize impact on your readers Write so others apply your ideas Use the command of language and grammar Become more organized and pay attention to details Use various strategies of technical writing Enhance documents with visuals and graphics

Course Outline Day 1

Understand the general format of reports - categories Brainstorm and organize information Apply mechanics of writing: usage, capitalization,

punctuation Use of active/passive voice Avoid wordiness and pompous language Introduce variety in sentences – graphics and visual aids International guideline variations Write for the reader Write executive summaries

Day 2

Describe responsible research Avoid plagiarism and distortion of tests and research

results Describe ethical implications of research & development Use effective laboratory research reports Write persuasive evaluation reports Write definition assessments, describing mechanisms,

essays, surveys Use tables, graphs and charts effectively Format documents effectively Use numeric information Copyright considerations

Day 3

Use of visual enhancements Understand ethical implications Write abstracts Comply with approved styles guides Engage in review of participant’s writing with constructive

critique



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| Communication

Conversation Smart©


Overview This one day workshop examines how leaders coach, communicate, praise, and model crucial conversational

behaviors. The purpose of Conversation Smart© is to provide you with techniques to enhance your communication skills and increase your results during critical conversations. Improve tact and confidence by planning and rehearsing the conversation (which will be practiced using specific strategies) that can create mutual respect and understanding and open channels of communication. Conversation Smart© addresses critical conversation; those that

involve emotions and/or high risks. Planning and rehearsing the conversation will provide you with positive results.

Target Audience Supervisors, team leaders, and all levels of management that want to conduct challenging conversations with tact and confidence

The Problem There are diversity and authority issues which prevent

effective conversations Meeting discussions are not productive Management direction and coaching is ineffective

Teamwork and innovation is stalled Poor performance and quality because real issues are

not addressed effectively


Acknowledge the attitudes and skills necessary to conduct conversations

Be a good listener and how it will improve your

overall communication with others Apply active listening skills and understand what

affects listening Master emotions that destroy dialogue Use key listening skills to encourage others to share

issues they are fearful of bringing up Avoid getting mired in others’ strong emotions and

learn how to attain the meaning behind their

emotions Disagree with others without making them become

silent or defensive Recognize the root cause of our negative emotions Influence our emotions so we get to conversation that

will get the results we want Course Outline

Fundamentals of Business Conversations Controlling Emotional Intelligence and Avoiding Being

Defensive The Conversation Smart© Model Perform the “smart” flow in critical conversation: issue,

mutual purpose, accountability, resolution, action plan, and recording



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Communication |

People Skills & Professionalism: People Smart©


Overview Psychologists have proven that the most important factor in your success and well-being is not your intelligence, education. or physical assets, but how effective you are with people. Participants will learn techniques to improve communication and relationship building skills, how to enhance professionalism, and increase confidence in a variety of business situations. Using the DiSC® Assessment tool, this workshop will help participants understand their own communication style and how to adjust their style to fit the needs of others.

Target Audience Managers and employees at all levels who want to improve their communication abilities and develop professional strategies for success

Assessment

Course Outline Define Professionalism: Discuss professional behaviors

and people who exhibit those behaviors First Impressions: The impact of visual communication on

credibility Professional Communication: Body language, tone,

attitude and words Communication Styles: Understanding DiSC® styles to

improve understanding Written Communication Etiquette Phone Communication Etiquette Sticky Situations Choosing a Positive Attitude

The Problem Lack of courtesy and respect within business teams Misunderstandings due to ineffective communication Poor behaviors and attitudes Unprofessional attire for business casual environments Finger pointing and lack of personal responsibility


Define professional behaviors Project a positive image that exudes confidence Work positively and professionally with others Define why different communication styles impact

understanding Identify strengths and opportunities for improvement in

your own communication style Define strategies to handle challenging situations more

professionally



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| Communication

Dealing with Difficult People

Class Length ½ - 1 Day(s) Prerequisites None

Overview Difficult people are typically working from the negative side of their personality, rather than from a conscious desire to be difficult. These people are often unaware of themselves and how they may affect others. They also do not realize how harmful their actions are to their own career success. At work, we are constantly faced with trying to work with others who may challenge our ability to get things done. There is great value to be gained when you take the time to try to understand another’s viewpoint. By changing our attitude towards these difficult individuals and changing your viewpoint about what makes them “wrong” you can find a wealth of knowledge to improve your own ability to work with all types of people.

Target Audience Anyone that wants to understand techniques to manage and work with difficult people

The Problem Certain people negatively impact others causing lost

productivity Employees may not do their own work correctly Disruptions to business processes and communication

strategies Losing revenue and, sometimes, losing customers Bottle-necks and delays


Distinguish when it is useless to argue with the difficult

person Maintain their own sense of self-confidence Avoid verbal abuse Select the correct course of action Identify coping strategies


The Motivational Cycle Patterns of Difficult Behaviors Effective Coping Managing Anger Communication Building Self-Esteem Taking Action Providing Useful Feedback Handling Conflict Taking Criticism Practicing Reinforcement Preparing to Communicate Communication Skill Practice



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Communication | 35

Building Stronger Business Relationships


Overview The foundation of personal and professional success lies in understanding others and realizing the impact of your behavior on the people around you. This course will help you increase understanding and communication to build stronger, more successful relationships.

Target Audience All employees

Assessment

Course Outline What Successful People Know Understanding Behaviors: Behavior vs. personality,

assessing behaviors using the DiSC® Personal Profile System

Analysis of The Results: The four dimensions, recognizing and

appreciating strengths, potential liabilities Building Relationships: Benefits of stronger relationships,

observing and understanding other behaviors, communication strategies, adjusting behavior, respecting and valuing one another

The Problem Lack of respect and understanding of differences Poor communication and conflict Low productivity and motivation Ineffective teams


Define the basic dimensions of behavior Identify the techniques for adjusting behavior depending

on the situation and other people’s needs Maximize strengths and reduce weaknesses in the work

environment Progress from judging to valuing one another’s strengths

and weaknesses



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| Communication

Building Better Relationships with Emotional Intelligence


Overview Leaders with high EQ have been shown to add as much as 127% more value to the bottom line of their organization than average leaders. Not compared to bad leaders—but compared to leaders with average EQ. In this highly interactive one day course, participants will learn the fundamentals of EQ in a powerful and high impact method. When they walk out of the course they will be able to start utilizing and practicing EQ in their work and personal lives. The days when intelligence was your ticket to success is gone. Current research shows that IQ along with skills and knowledge make up only 20% of what you need for success. Emotional Intelligence (also known as Emotional Quotient) is the other 80%. Emotional intelligence, or EQ, is a concept that describes factors that set successful leaders apart from other leaders. EQ can be defined as those skills that people use to manage their own emotions wisely, to help them achieve their goals and to manage their interactions with others in ways that maximize the chances of influencing others constructively.

Assessment

Course Outline Define Emotional Intelligence: what it is, how it works,

why it is important Discuss what EQ is not Introduce the 4 key EQ skills Discuss the 4 EQ skills, utilizing interactive and fun

exercises: self-awareness, self management, social awareness, relationship management

Each skill discussion will conclude with work on

developing an action plan for the participants Review and discuss breakthroughs in EQ research Complete action plan to implement learning

Target Audience Anyone that wants to assess their emotional intelligence and learn how to manage and leverage it

The Problem Managers and employees unable to influence their peers,

subordinates, or superiors Managers and employee ineffective when working with

teams and there is a decreasing level of trust Managers unable to lead people through change or to

successful outcomes on projects Consistently high rates of conflict on teams Lack of understanding of how to communicate with

people outside of individual’s “comfort zone”


Master the ability to communicate to any group Understand the principles of emotional intelligence (EQ) Identify how the brain works when presented with stress

or lack of clarity Develop skills to increase communication between team

members or teams

Acquire skills to manage yourself and relationships better



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Communication |

Conflict Management Strategies


Overview Conflict is often feared and sometimes avoided because many

people do not know how to manage the conflict to generate

positive results. Prevent conflict from becoming a crisis by

learning to understand your own reactions to conflict, how

communicate through conflict, and minimize conflict situations.

Target Audience Teams and individuals who need additional skills to work through conflict situations, managers who need to coach and mediate conflict with employees, and executive teams who need to reach consensus

The Problem Stress and frustration caused by unresolved conflict Misunderstandings due to unclear communication Different communication dynamics prevent teams and

individuals from working together The time it takes to resolve conflict can derail deadlines

and projects Emotional reactions to conflict situations Meetings that never reach a conclusion


Define the benefits of productive conflict Identify and minimize the root cause of conflicts Understand how different communication styles react to

conflict Challenge your own attitudes and reactions to conflict Develop strategies to work conflict situations Improve communication and compromise


Benefits: Good and bad conflict, conflict or

disagreement?, the benefits to good conflict Types of Conflict: relationship, information, interests,

organization, beliefs Conflict Causes: methods to identify the root cause of

conflict situations Communication is the Key: DiSC® communication styles,

understand how different styles react to conflict, Self-Destructive Behaviors and Attitudes: challenge your

thought process and reactions to conflict Responding to the Negativity and Emotions of Others Minimizing Conflict Situations: when to avoid conflict,

when to work through it Conflict Resolution Strategies Facilitating: working through team conflict Situations and Strategies: Small group activity to apply

concepts to individual or team conflict situations



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| Communication

Executive Presence


Overview This four day interactive workshop is for seasoned professionals who need a little more polish – whether running meetings, presenting to, or speaking with the executive level. Every day, we see experienced, smart, motivated professionals who are excellent at what they do, almost ready for promotion, but their communicating-up skills lack the professionalism and shine required to move up (and communicate up) within their organization.

Target Audience Professionals who present or speak with middle or higher-level management Anyone that would like to improve their professional image and communicating up skills

The Problem Long-standing professionals are knowledgeable in

their job, but weak in communicating ideas to senior management and up

Old habits die hard; a valuable employee keeps displaying bad habits when communicating either one-on-one or in a group setting

Seasoned professionals give presentations often, but still feel very anxious about doing so


Project confidence and poise Choose words carefully for effective executive

communication Present with strength Speak concisely Get to the point Manage a challenging room Handle and answer questions appropriately Speak with authority Think on their feet Respond in a quick, confident manner Exchange ideas comfortably in a group setting Project confident, relaxed body language

Assessment Course Outline This is a highly customized workshop. Topics and outline will

be customized; we focus on the areas you want to improve.



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Communication |

People Skills for a Global Workforce—Cultural Intelligence

Class Length 1 - 2 Day(s) Prerequisites Cultural Intelligence Multi Rater Assessment

Overview As companies expand across borders people find themselves working in communities where languages, work styles, information flow, and even views of life are very different. People are challenged daily with understanding the cultural nuances of team members. Consequently, the distance, complexity of tasks, and the diversity of team members all increase the chance for blunders. The solution is Emotional and Cultural Intelligence Training.

Research suggests that leaders with strong EI are more effective,

but it’s not a reliable indicator of whether that effectiveness is sustained outside of one’s own cultural context or

across borders.

Target Audience Anyone who works in a multicultural global organization and wants to improve leadership, communication skills, or team effectiveness can benefit from the course

Assessment

Course Outline Define Emotional Intelligence --

List EI competencies

-- Utilize a computer based game to apply Emotional

Intelligence skills to workplace situations -- Take an EI assessment

Define Cultural Intelligence

-- Overview the four Cultural Intelligence competencies: -- Use resources to better understand and discuss the

workplace impact of Hofstede’s six dimensions of culture

Apply Skills Learned to Customized Case Studies -- Apply emotional intelligence, cultural intelligence, and

remote people skills to customized practice cases to

better prepare for global workplace collaboration -- Use technology for a blended approach to apply skills

in a virtual setting.

The Problem Lack of understanding about cultural differences Misunderstandings, lack of respect, and frustration Poor productivity with team managers and managers

scattered across the globe Distance and task complexity causes ineffectiveness


Apply Emotional Intelligence skills in common, everyday workplace situations

List steps and actions to take to further develop Emotional Intelligence

Evaluate personal behaviors in the four Cultural Intelligence competencies of Drive, Knowledge, Strategy, and Action

Successfully build the framework and communication required to cross cultural and geographic differences in order to succeed

Apply emotional intelligence, cultural intelligence, and remote people skills to customized practice cases to better prepare for global workplace collaboration



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| Communication

Understanding Yourself—The Key to Success

Class Length 1 Day(s) Prerequisites None Pre-work Everything DiSC® Workplace Profile

Assessment

Course Outline Learn about the DiSC® model and the Everything DiSC®

Workplace Map

Overview This highly interactive program has four modules. Each attendee

must complete an Everything DiSC® Workplace Profile as pre-work. After the workshop, Global Corporate Performance provides a Comparison Report for every pair who attends the workshop. Global Corporate Performance has a similar workshop titled Understanding Yourself and Others: The Key to Successful Management.

Identify your style and explore the priorities that drive

you during your workday Discover the similarities and differences among the

DiSC styles Discover your reactions to different DiSC® styles Identify what works for you and what challenges

you when working with each style Target Audience Anyone who needs to build relationships and improve their performance

The Problem Many employees do not,

Understand themselves and how they affect others Understand their reactions to other people Know how to maximize on what they do well Have a positive attitude about themselves Know how to adapt to meet another’s expectation

Use the DiSC model to understand the people you

work with Learn how others have bridged their differences

using DiSC® Practice using DiSC to build more effective relationships

at work Write an action plan for building more

effective relationships Learn a method called people reading Develop skills in recognizing people’s DiSC styles based

on their behavioral cues


Develop the skills needed to effectively relate with others

Identify the behaviors you exhibit that add value to relationships

Evaluate the behaviors you exhibit that need

improvement Communicate to meet the other person’s expectations Understand why people behave as they do Read others



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Communication |

Think on your Feet! Present with Clarity & Confidence

Class Length 6 Hours Prerequisites None

Overview Using improv-based techniques and exercises that mimic real-world work situations, participants will learn to better communicate a message, stay on target, and connect with their audience.

Course Outline Revisiting message and purpose Creating a strong message; tailoring it to your audience Methods for breathing and projecting voice properly Methods to project with confidence and authority Exercises to speak with strength: posture and projection

On your feet: Practice

Target Audience Seasoned or not-as-practiced presenters who want to punch up their presentations, stay on track, and communicate their message more clearly

The Problem Day-to-day responsibilities often distract us from the focus we need

to give our presentations. Delivering a presentation – as a one of or

on a repeated basis – can be daunting, and we can lose focus of our

message and how to connect with our audience.


Focus on the presentation message Use techniques for incorporating a message into a

memorable presentation Use methods for connecting with your audience. Use interactive, improv-based exercises to incorporate

energy into your presentation



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| Communication

Creating Winning Business Writing through Storytelling

Class Length 1/2 Day Prerequisites None

Overview It is a paradox. Today’s PR professionals have more outlets than ever to share company news and changes — social media, blogs, websites, and emails. That should be a good thing, but it is also turning out to be one of the biggest challenges that PR professionals face. Each of these communication channels requires a slightly different writing style and voice. Professional messages must now compete with social sharing of videos and stories. The chatter is deafening. With so much competition for consumer’s mindshare, the only way a message can break through is if it evokes a strong emotional response.

Course Outline Pre-work: Each participant submits three samples of

writing to be reviewed by facilitator

Introductions and Storytelling Icebreaker Define Storytelling: Introduce the six key elements needed

to construct an effective story, three basic plots (challenge plot, connection plot, and creativity plot)

Four Most Common Grammatical Errors and How To Avoid Them

Creating a Professional Style and Tone Creating the Story

Target Audience Anyone who is responsible for creating messages to enrich the public’s impression of an organization, its services, and/or products.

The Problem Organizations and products are not interesting on their

own. The interest comes as part of a broader story or pervasive need or message.

The method consumers use to obtain information has changed.

Instead of waiting for a newspaper or television report,

consumers search out information using keywords. Traditional media is cutting staff, resulting in fewer trusted

news sources, which has resulted in more competition to get a message heard.


Examine the power of storytelling for getting readers to care about your message

Review the basics – grammar is still king and elements of professional style are expected

Practice storytelling to strengthen marketing messages



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Communication |

Mastering the Art of Email to Propel Your Career

Class Length 3 Hours (instructor-led or webinar) Prerequisites None

Overview It is not unusual for people to receive hundreds of emails a day and expected to respond to the majority of them. The result: email communication is often hurried and hassled. The goal for many is to get the email out of their inbox instead of its real purpose: to communicate by sharing, exchanging or clarifying an idea. What is the result? In the rush to respond, emails are sent with typos, grammatical errors and half-formulated thoughts. Mastering The Art of The Email To Propel Your Career is based on the simple concept that all communications have a result. If you want a result that demonstrates your professionalism, you need to create emails that are professional. In Mastering The Art of The Email To Propel Your Career you’ll learn techniques and strategies to get the results you want for your career.

Target Audience Early career

The Problem Ambiguous Subject Lines Grammar and spelling errors Asking open-ended questions. Using TXT speak Too many CC’s Using Email when a different communication channel is

more appropriate


Write a well-crafted subject line to break through inbox clutter

Enhance comprehension and increase response rate by using the pyramid writing approach

Avoid common typos and grammatical errors Format to Save Time and Increase Clarity Tighten The Email Thread

Course Outline Discover the most important rules to follow when writing

an email Learn how to avoid typical email communication problems

Learn when email is the appropriate form of

communication and when it is not Subject Lines are your Best Friend Learn how to use the inverted pyramid methodology for

results Proofreading


0764564374


Human Resources

When people honor each other, there is a trust established that leads

to synergy, interdependence, and deep respect. Both parties make

decisions and choices based on what is right, what is best,

what is valued most highly.

Hu

ma

n R

es

ou

rce

s

- Blaine Lee


salaam,www.globalcorporateperforman

ce.com (255) 655-973248/ 0764564374

| Human Resources

Ethics


Overview Far too many resources about business ethics contain

sensationalistic stories about businesses “gone bad” or prolonged

preaching to businesses to “do the right thing.” These resources

often explore simplistic ethical questions, such as, “Should Jane

steal from the company?” The real world of leaders and managers

is often much more complex than that. The word “ethics” is derived from the Greek word ethos (character), and from the Latin word mores (customs). Together, they combine to define how individuals choose to interact with one another. In philosophy, ethics defines what is good for the individual and for society and establishes the nature of duties that people owe themselves and one another.

Target Audience All Employees

The Problem Ethical dilemmas are causing frustration and poor

decisions Not understanding what “do the right thing” actually

means Corporate standards for ethics are not clear or followed


Recognize ethical dilemmas Use a proven model that steps through decisions Establish a corporate code of ethics


Establish organizational roles to manage ethics Schedule ongoing assessment of ethics requirements Establishes required operating values and behaviors Align organizational behaviors with operating values Develop awareness and sensitivity to ethical issues Integrate ethical guidelines with decision making Structure mechanisms to resolving ethical dilemmas Facilitate ongoing evaluation and updates to the program Help convince employees that attention to ethics is not

just a knee jerk reaction done to get out of trouble or improve public image



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Human Resources |

Workplace Violence Prevention


Overview The upheaval caused by 9-11, uncertainty in the marketplace, wars that don’t seem to end, terrorism, business malfeasances, constant uncertainty, constant change, greater emphasis on speed and the pressure to do more work with fewer people, has greatly increased your employees’ level of stress, tension, and frustration. The fact that some employees lack the emotional skills or temperament to manage this pressure has resulted in a sharp increase in workplace violence – acts, threats, bullying, anger, sabotage, and absenteeism. This increased potential for confrontation has placed new demands on supervisors, many of whom are unprepared to handle such demands. This course prepares you to identify symptoms and causes of workplace violence, and to take corrective actions. You learn the warning signs of potential violence and defuse anger and conflict.

Target Audience Appropriate for all employees and especially relevant for

team leaders, supervisors, and managers

The Problem Human resources, supervisors, or other employees

receiving complaints about threats from co-workers Increase in workplace violence Employees are unsure how to handle violent situations


Establish processes and procedures in advance Identify the early warning signs related to violence Empathize with those under stress Communicate effectively to all involved Recognize when the situation is beyond you and seek help


The physiology and psychology of anger and violence Developing a more expressive communicating style —

handling criticism and aggressive individuals Constructive and effective conflict resolution methods Developing self esteem in one’s self and in others, to

reduce conflict Listening effectively - feedback How to handle difficult people Reading body language Understanding aggressive/assertive/submissive behavior Good and bad conflict Recognizing tense situations and reducing the potential

for conflict Communicating with persuasion and win support Defusing anger Use of “Violence Response Teams” Legal and liability issues What you must and must not do when employees are in a

“high risk” way The role of government in curbing workplace violence

(OSHA) Leadership and organizational dynamics Managing conflict - as it relates to behavior Establishing clear channels for communicating threats Identifying potentially dangerous individuals, as well as

difficult situations that spur violence What you must and must not do, as a manager, when

employees are in a high risk way



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| Human Resources

Behavioral Interviewing


Overview Finding the right candidate for a job is a challenging process. The interview process involves more than just finding candidates to interview. Interviewing is an area where interviewers can unknowingly tread dangerously and get themselves and their companies into hot water with inappropriate questions. Even if the questions asked are legal, they must be the right job related questions to accurately and correctly assess the candidate. This workshop looks at the interviewing process from beginning to end. Participants learn to assess the job and determine the skills required to do the job. Then they learn to formulate the best questions and create a rating process to correctly assess the candidates’ qualifications.

Target Audience Those individuals who interview candidates for job positions and need to determine the best candidate for those jobs based on discovering how the candidates performed in the past in job related situations

The Problem Interviewers ask many seemingly innocent questions

during interviews that can cause legal issues for the interviewer and the company.

Hiring is an expensive proposition and becomes even more so if the wrong candidate is hired.

Job descriptions don’t reflect the true requirements for jobs for which they were written. This makes it difficult to create effective behavioral questions.


Identify federal and state employment laws that govern employment decisions like hiring, firing, promoting, demoting, and compensation levels

Demonstrate techniques on how to legally and effectively

interview applicants Learn the steps to prepare for the interviewing process Develop effective job descriptions and behavioral

questions to identify the best candidate for a position

Course Outline Understanding Employment Laws Using Job Descriptions

-- Developing effective job descriptions -- Creating behavior based questions using a job

description -- Developing a fair and accurate rating system.

Developing Good Interviewing Skills --

Conducting productive interviews --

Asking the right questions

Evaluating Candidates



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Human Resources |

Harassment Training

Class Length 1 to 1.5 hrs Employee / 30 minutes more Supervisors/Managers Prerequisites None

Overview Harassment lawsuits and related issues dramatically impact many organizations through lost revenue and lost productivity. This training addresses harassment related issues and prepares the employees and supervisor/managers to address harassing behaviors. This workshop fulfills the EEOC requirement that organizations with over 50 employees must conduct harassment training. Prerequisite: You must have established Policies and

Procedures for handling and filing complaints that cover:

Prohibition against harassment Protection against retaliation Confidentiality Effective complaint/investigative process Immediate and effective corrective action Notification of outcome

Target Audience This program combines management and employee content. This is done to ensure that management is aware of the training each employee receives.

The Problem By law, Harassment Prevention Training is required for managers/ supervisors when there are 50 or more employees. Ensure that all employees have reviewed the Policies and Procedures and are aware of the consequences of non-conformance.


Identify harassment Avoid being perceived as harassing Manage harassing behavior

Course Outline All Employees:

-- Forms of Harassment

-- Laws

-- Costs -- What is Sexual Harassment?

-- Types of Harassing Behavior

-- How to Avoid Being Perceived as Harassing

-- Sexual Favoritism

-- Employee’s Responsibility -- Wha to do if Harassment is Occurring

-- Employer’s Responsibility

-- Confronting Harassing Behavior

-- Employee Scenarios

All Supervisors/Managers: --

Employee Program Plus --

AB1825

-- Employer’s and Manager Liability

-- Retaliation

-- What to Look for -

- Minimize the Risk

-- Coaching Your Employees

-- Questions to Ask

-- Supervisor/Manager Scenarios



ce.com (255) 655-973248/ 0764564374

| Human Resources

On-Target On boarding

Class Length 1 Day Prerequisites None

Overview What is the difference between onboarding and orientation? Do

you have a process for the first 30, 60, and 90 days? Is

onboarding considered just an “HR” function? The quality of a

new employee’s introduction and acclimation to their new

company, job, and co-workers is directly related to their

productivity and retention during their first year on the job.

Learn the critical elements of an effective onboarding program that will decrease turnover, engage new employees, and improve accountability in this one day, interactive workshop. You will leave this session with a plan for success!

Target Audience HR managers, managers, anyone responsible for hiring

and managing new employees

The Problem There is no process for onboarding new employees An employee’s first day is chaos Employees do not feel welcomed or engaged Insufficient time is spent acclimating employees and

setting them up for success Turnover is high

Our Solution To Learn to:

Create a positive first impression for new employees Set clear expectations for the first 90 days and beyond Create a strong message about organizational culture Engage and acclimate employees to their new role and

the company Implement onboarding best practices

Course Outline Challenges and Benefits Define the Purpose and Goals of Onboarding -

- Orientation vs. Onboarding -- Legal issues and paperwork -- Understanding the company culture

-- Expectations and Engagement

Creating a Process -- Before the employee begins

-- Day 1 is critical

-- Teambuilding -- 30, 60, and 90 day plan

Assigning a Mentor Involving Managers and Co-workers Onboarding Best Practices


Leadership

Outstanding leaders go out of the way to boost the self-

esteem of their personnel. If people believe in

themselves, it's amazing what they can accomplish.

- Sam Walton

Lead

ers

hip

P.o. box 12469, Arusha and

Dar es

salaam,www.globalcorporate

performance.com (255) 655-

973248/ 0764564374

| Leadership

Values Based Leadership


Overview The Leadership Journey is a discussion-based approach to

corporate values, individual competencies, and improved

individual and team effectiveness. The course is highlighted by

in depth discussions on values-based leadership examples from

other corporations. The Leadership Journey builds on a foundation of Myers-Briggs Type Indicator Profiles to enhance communication ability. Participants utilize these new skills to discuss direction of their company and improve their performance toward corporate goals.

Use Myers-Briggs Type Indicator Profiles to improve communication effectiveness

Open discussion on company direction and values Team exercises to apply and remember items discussed

Target Audience New managers, supervisors and learning professionals responsible for management development and leadership training

The Problem Lack of discussion and everyday application of your

company’s values, mission, and vision Communication between management and individual

contributors is empty and improvement is needed Morale is low and enthusiasm is needed to exceed core

corporate objectives


Demonstrate skills in vertical and horizontal communication

Discuss, understand, and apply corporate values to achieve objectives

Partake in open corporate discussions on values and

become motivated to be creative in their careers

Assessment Course Outline Participants spend the first half-day interactively learning Myers-Briggs Type Indicator Profiles and seeing the benefits of appropriate communication styles. The rest of the first day introduces corporate values, discussions around specific company goals, and how individuals contribute to the success of the company. This is achieved through very creative and fun team exercises. The second day places individuals into small teams where an activity is assigned and delivered to the large group. The exercise is memorable and insightful. This highly interactive and skillfully facilitated course is remembered and applied long after the two days are over.


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Leadership |

Effective Leadership


Overview The elements of situational and grass roots leadership will be examined from a personal, team and organizational perspective. Leadership models from a variety of perspectives will be discussed. This workshop will incorporate classroom instruction, experiential activities, and small group discussion.

Target Audience Managers, supervisors, and leaders responsible for the development and leadership of others

The Problem I lack a personal model of leadership utilizing my strengths

I lack a creative way to communicate my vision for how I

will lead my team or organization I don’t know how to be a leader without being the formal

leader of my team


Explore effective components of leadership on three levels: the individual, team, and corporation

Assess your current personal leadership styles Acquire new skills to further develop leadership

effectiveness Diagnose what others need and match leadership style to

needs Lead from any chair Define the power of value-based leadership Create a personal development plan for further leadership

development


Introductions, Convening Activities, and Objectives Goal Setting and Four Principles Music Session I — Vision Initiative #1 — Blind polygon Small Group Leadership Is/Is Not (Good Leader/Bad

Leader) Values-Based Leadership Actions Initiative #2 — Corporate culture Grassroots Leadership Diagnosing Development Level (Situational Leadership) Music Session II — Skills (leading from anywhere) Initiative #3 — Puzzle Values-Based Leadership Actions Personal Board Of Directors Music Session III — Leading Commitment Letter Closing


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| Leadership

Fundamental Leadership Skills


Overview This workshop will help participants with the fundamentals needed to develop and improve their effectiveness as a leader. Participants will build on their previously successful experience in leadership situations in order to achieve higher levels of personal performance and productivity. This program develops leadership skills by using “followership” as a method to determine one’s leadership abilities. They will learn to identify and apply the skills of other effective leaders, deal with value challenges, and gain followers.

Target Audience New leaders

The Problem Organizations are struggling to fill the leadership gap left

by downsizing, up-sizing, or retirement There are challenges to achieving corporate goals Communicating, motivating, and engaging direct reports

takes time leaders often don’t have


Acquire the skills of an effective leader, the blocks of leadership, and the Trinity of Leadership Roles

Identify preferred communication styles Utilize your strengths, manage your weaknesses and

communicate more effectively to others Practice the three levels of listening and the effective use

of questions to “hear” what is going on from your direct reports and others in your organization

Deal with challenges to values and how to resolve

differences


Module 1: Describe the leadership characteristics of successful leaders, describe the leadership needs of a situation through the use of the Dimension of Leadership Profile, The Trinity of Leadership Roles which includes their role as manager of the business, change leader and human asset leverager

Module 2: Use the DiSC® Personal Profile System to

identify his/her own behavior and management style Module 3: Discover the impact of five different listening

approaches and how to match the approach to communication needs, Personal Listening Profile, use the effective Spiraling Questioning Techniques

Module 4: Eight steps to message development and

persuasiveness Module 5: Identifying our own values, respecting

differences and resolving conflicts over values, resolving third party conflicts

Module 6: Explore why major change poses a challenge to organizations, Managing Work Expectations Profile or The Transitions Profile

Module 7: Motivate others through the use of positive

feedback Module 8: Performance management, information about

planning, appraising and coaching, performance appraisal, goal setting

Module 9: How to give negative feedback and coaching

for a disciplinary situation Module 10: Goal setting and aligning corporate goals,

communicating those goals to direct reports, effective delegation for accomplishment of goals


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Leadership |

Coaching Skills for Leaders


Overview Great coaches inspire great achievement and recent studies

indicate that coaching can increase performance by up to 20% or

more. Coaching is the quickest and most effective method of

developing employees. Good coaching and performance

management leads to an attitude that is oriented towards

solutions and continual improvement rather than blame. Participants will learn about two types of coaching: micro-coaching and developmental coaching. Micro-coaching is about taking advantage of those 5-10 minute opportunities throughout the day to help employees remove obstacles. Participants will also learn techniques to manage the longer developmental coaching conversation.

Target Audience Leaders looking to coach employees or those who are required by

company policy and need techniques to be successful

The Problem Leaders use the excuse that they don’t have time to coach

and therefore employees are not as productive as they could be

Leaders are not comfortable with the emotional side of coaching

Coaching conversations lead to emotional reactions


Identify strategies to overcome the personal and

organizational roadblocks to effective coaching Define a three step dialogue for “on-target” coaching so

more positive reinforcement is done Define a four step planning and coaching method for micro-

coaching to take advantage of those quick moments available for coaching

Utilize the four coaching styles and how to select and

utilize the correct coaching style for the coachee Apply a five step model for coaching conversations to

coach employees to higher levels of performance when a longer conversation is needed for repeated poor performance

Evaluate and manage potential coaching conflicts using the SOS method

Course Outline Recognizing Coaching Opportunities: Identify and

strategize organizational and personal roadblocks to coaching, demonstrate the use of a performance analysis flow chart to recognize coaching opportunities

Conducting ON-Target Coaching: Describe the three step process for conducting on-target coaching, practice delivering on-target coaching

Conducting OFF-Target Coaching: Explain the Know-Do-Feel guide to be used to prepare for all coaching situations, describe the four step micro-coaching dialogue, explain the five step model for conducting in-depth coaching, practice coaching in customized role-play situations

Diffusing Coaching Conflicts: Identify the eight common

mistakes coaches make, explain the SOS method to reduce

conflicts while coaching, practice the SOS method Asking For and Receiving Feedback Professionally: practice

the Feed forward method of asking for feedback, list the

seven secrets for receiving feedback professionally


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| Leadership

Influencing Corporate Culture


Overview This workshop tackles the tough stuff. It is about creating a

corporate culture that enables people to perform at their peak.

Corporate culture can randomly evolve or your managers can

create and nurture one. They can only do that if they have the

Emotional Intelligence and leadership skills to do so.

Target Audience Managers, leaders, and supervisors

The Problem Difficulty getting management and employees to work

together to create a more successful business Challenges impacting your corporate culture Lack of skills to help your organization transform to

increase productivity and respond more quickly to market demands


Acquire the skills to be an emotionally intelligent leader Build trust through coaching and counselling skills Diagnose performance problems, delegate and motivate Develop leadership in yourself and others

Assessment

Course Outline

Module 1: This module will start with an Emotional Intelligence Quotient Inventory. Participants will evaluate their competency in 15 areas of emotional intelligence including self-awareness, empathy, self-control, and problem solving.

Module 2: This module will explain the coaching process framework. It will also define the roles and responsibilities of both the coach and coached. It will explain when to use each of the techniques of informing, guiding, collaborating, and confirming.

Module 3: Utilizing a Performance Action planner, participants

will learn to analyze employees for willingness and ability to

perform a job. Next, they will practice techniques for

improving and communicating about the performance. They

will also examine the use of effective delegation techniques

for employee development. Module 4: This module will examine the many dimensions

of leadership and participants will assess and discuss their beliefs and style of leadership. The workshop will end with goal setting and action plans.


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Leadership |

Delegation Dilemma


Overview This workshop provides help for managers who are reluctant to delegate. There are many reasons why managers are reluctant to delegate responsibilities that affect the achievement of organizational goals. There are often as many different reasons as there are managers. It may be due to lack of skill, a need to control things, or even unwillingness to give up “pet” projects they feel most confident about. Whatever the reason, this workshop will explore the barriers, the benefits, and the how-to’s of delegating.

Target Audience Anyone that manages others and is reluctant or finding it challenging to delegate

The Problem Challenges with delegating because managers think they

are the only ones who can get it done “right” Confusion about what tasks to delegate and what not to

delegate Feeling guilty about delegating because everyone is

already over-loaded


Identify your personal roadblocks of delegating Execute the five steps to effective delegation Distinguish between what should and should not be

delegated


Module 1: This module will help participants identify their

personal roadblocks to using delegation more often.

Common roadblocks are: need to control, perfectionism,

lack of organizational skills, and guilt or fear of asking others

for help. Emotional roadblocks must be cleared before

effective delegation skills can be learned. Module 2: This module will include the use of a

performance management tool. We will review DiSC®. If organizations have not done DiSC®, we recommend the use of the Personal Profile System here. The performance management tool will help managers identify style preferences of employees, their willingness and their ability to do a task, so managers can target their communication for increased effectiveness.

Module 3: This module will help participants understand and practice the five steps to effective delegation. We will also practice giving effective feedback to improve performance of delegated tasks.

Module 4: This module will help managers understand tasks that can and cannot be delegated. We will also look at delegation as a skill development tool for employees.


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Managing Employee Performance

Class Length 1½ Day(s) Prerequisites None

Overview Inspiring someone to be their best is no easy task. How do you manage for optimum performance? How do you create a motivating environment that encourages people to go beyond their best? This workshop will define the process and provide practice and tools to deliver an effective employee performance plan.

Target Audience Leaders, managers, and supervisors who are responsible for

coaching and mentoring employees for improved performance

The Problem Employees not meeting goals and expectations Frustrated managers Inadequate documentation of explaining employee

problems Difficulty in putting together and delivering performance

evaluations


Define the performance management cycle Identify and clearly communicate goals and expectations Identify and resolve performance problems Identify the documentation requirements in the

performance management cycle Distinguish when to contact Human Resources and what

data to provide Give a constructive and effective performance evaluation

Course Outline Defining The Process Setting Goals and Expectations: Identifying and

communicating goals Identifying Performance Problems Coaching and Feedback: Communication styles, forms of

coaching and feedback, documentation Counseling: When to provide counseling, documentation

Performance Evaluations: Principles of performance

evaluations, gathering the data, documentation, giving a performance evaluation

Working With Human Resources/Employee Relations Scenarios


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Leadership |

Coaching For Performance

Class Length 1 -2 Day(s) Prerequisites None

Overview Coaching for Performance focuses on developing the critical skills

needed to coach employees who are meeting expectations and to

coaching employees who are not meeting expectations. This is a highly interactive and practical competency-based workshop designed to equip leaders with the necessary interpersonal, coaching, and counseling skills to address employee performance and behavior in order to improve their motivation and productivity.

Target Audience Anyone that is responsible for managing and coaching the performance of others

The Problem Many leaders do not understand how the performance

management process, which is driven by coaching, leads to improved performance

Coaching skills are lacking or confused with mentoring Most organizations lack a common language and set of

coaching techniques Performance goal setting and performance tracking are

imbedded in an ineffective performance management process


Conduct performance coaching sessions with their employees as needed — when work performance/ behavior is not up to expectations

Conduct performance counseling interviews whenever an employee’s work performance/behavior falls well below standard

Use performance interviewing skills effectively

Assessment

Course Outline

Understanding and Managing Behaviors: Each attendee

completes an online DiSC® Assessment. During the workshop, this assessment is leveraged to ensure that the attendee understands his or her behavioral strengths and weaknesses and how to read and leverage behaviors in others.

Reframing the Issue: Common mental models that make it more difficult for a manager to gain agreement with an employee about the existence of and resolution to a performance problem. You will be introduced to more effective ways to think about these situations.

Performance Coaching Practices: You will learn about two critical performance coaching practices that are especially effective in working with an employee to resolve a performance issue: broadly framing the issue and engaging the employee.

Hidden Performance Influences: Several key factors may influence an employee’s performance, unbeknownst to the manager.

The Coaching Plan: Guidelines for creating an effective plan

to help an employee make needed improvements. Developmental Feedback: The characteristics of effective

feedback for performance issues. The Feedback Process: A framework that allows managers

to provide developmental feedback effectively, by engaging the employee.

Handling Disagreement: A framework for handling

disagreement in difficult feedback situations. Kolb’s Learning Cycle Using the Managing Performance Action Planner. This

tool, which is based on DiSC, is used to prepare for the performance review and improvement cycles.


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| Leadership

Building Leaders

Class Length 1 Day(s) Prerequisites None Pre-work Everything DiSC Work for Leaders Profile

Overview This program is designed to leverage best practices, to maximize the Everything DiSC Work of Leaders Profile that connects to real-world demands, to generate powerful conversations that provide a clear path for action. It focuses on leadership: the relationship of one-to-many, rather than management, the relationship of one-to-one.

Target Audience Organization leaders

The Problem Many leaders with strategic responsibility struggle with the leadership skills and techniques related to corporate or organizational vision:

How to define a vision How to gain alignment for the vision How to execute the vision


Develop the skills needed to lead your organization Present focused, specific ideas Make your points clear to others Gain commitment and buy in Project confident when communicating your vision

Assessment

Course Outline

Learn about the DiSC model and how it informs the role of leader.

Learn about the Everything DiSC Work of Leaders process and how your DiSC style influences your behavior in each step of the process.

Learn three drivers of crafting a vision. Understand the behaviors that characterize each driver and

how they may impact a leader’s effectiveness. Discover how you approach each driver of vision. Learn about three drivers of alignment. Understand the behaviors that characterize each driver and

how they may impact a leader’s effectiveness. Discover how you approach each driver of alignment. Learn about three drivers of execution. Understand the behaviors that characterize each driver and

how they may impact a leader’s effectiveness. Discover how you approach each driver of execution. Learn about your strengths and challenges in the Work of

Leaders process. Identify the benefits of improving on your challenge areas.

Write an action plan for improvement in one challenge

area.


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Leadership |

Building Managers

Class Length 1 Day(s) Prerequisites None Pre-work Everything DiSC Management Profile

Overview This program is designed to leverage best practices, to maximize the Everything DiSC Management Profile that connects to real-world demands, to generate powerful conversations that provide a clear path for action. It focuses on management; the relationship of one-to-one rather than leadership; the relationship of one-to-many.

Target Audience Anyone who helps others to improve their performance

The Problem Many managers have not mastered the specific skills needed

to effectively manage others.


Develop the skills needed to effectively manage others Identify the behaviors you exhibit that add value to the

management of others Evaluate the behaviors you exhibit that need

improvement Communicate to meet the other person’s expectations Gain consensus in difficult situations Read others


Learn about the DiSC® model and how it informs the role of manager.

Discover your management style on the Everything DiSC Management Map.

Explore the priorities that drive your management style. Explore the influence your management style has on

how you manage time, make decisions, and approach problems.

Discover how your style helps shape your day as a

manager. Learn a method for recognizing other people’s DiSC styles. Learn about your natural directing and delegating style. Identify the directing and delegating needs of different

people. Write an action plan for improving how you direct and

delegate to a person you manage. Learn how you affect the motivation of others. Recognize what different people find motivating and

demotivating. Write an action plan for creating a more motivating

environment for someone you manage. Learn about your natural style of developing others. Identify the development preferences of different people. Write an action plan for developing a specific employee. Consider how your manager might see you. Discover different approaches for getting buy-in from your

manager. Write an action plan for improving how you work with

your manager.


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| Leadership

Workload Management

Class Length Customized Prerequisites None

Overview Work teams will often tell you that they now have half the people to do twice the work. Sometimes it’s because of budget cuts, mergers and acquisitions, layoffs, outdated role descriptions, and a cultural shift due to changing demands over time. Morale declines. People are stressed and employee engagement decreases. Projects fall through the cracks deadlines are missed. A study at Temple University shows when people “reach cognitive and information overload,” brain activity declines in the portion of the brain responsible for making decisions

and controlling emotions. The result: people start making bad

decisions and errors increase. This workshop will help participants gain control of their workload and learn solutions to increase productivity and improve morale.

Target Audience Anyone who believes they have too much work and not enough time to produce a quality result

The Problem Productivity declines, deadlines are missed, work must be

redone due to increase in mistakes and errors Employees feel overwhelmed and lose the ability to

prioritize tasks Teams become dysfunctional with individuals looking out

for their own best interests rather than the teams

Our Solution To Learn to…

Engage employees in identifying the source(s) of overload, duplication, simplification, and process improvement opportunities (seeking insights from those closest to the work)

Create an expert center highlighting employee key strengths to build capacity and to establish a culture that encourages a coaching environment

Provide tools and empowerment mindset to reframe individuals around workload

Enroll leadership in outputs and facilitate consensus

around priority focus areas, funding, and timing

Identify a sponsor and facilitate identification of project teams to develop and execute agreed to deliverables with excellence

Develop a holistic action and communication plan to easily

track and recognize progress and quick wins to drive momentum and excitement

Course Outline Pre-Workshop

Two weeks prior to workshop, attendees will receive a one-

page matrix that they will be instructed to complete and

bring to the workshop. The matrix will identify where their

pain is. For instance, if they attend a meeting they believe

was not productive, they will mark that on their matrix. If

they are asked to do a task that they don’t have the proper

tools or skills, they need to mark that as well. One-on-one interview with stakeholders to understand

the current landscape and what drivers they perceive could be contributing to overload.

Day of Training

Where is the Pain? & Where is the Opportunity? -- At their tables, participants will share their personal

matrix. A leader will be selected to capture the top five common themes. Each work team will report out their findings. A facilitated discussion will follow on the biggest themes.

What is the Solution? -- Participants will then be able to self-select a theme

they want to work on. At the newly formed teams, participants will come up with solutions to reduce the overload for that theme.

Assess Your Own Productivity -- Participants will take an assessment and then be

provided with some techniques to increase

their personal productivity. Create A Circle Of Experts

-- Participants identify an area where they want to be

called on for their expertise. Perhaps, it’s using Excel or PowerPoint. Other team members know if they have to use a particular tool and are struggling with it, they can go to the expert. They will save time and reduce their stress. Participants commit to the circle before leaving the workshop.


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Leadership |

Personal Leadership: Developing the Leader Within

Class Length Blended approach: 2 day ILT plus pre and post webinar work,

optional follow-up coaching suggested Prerequisites None

Overview Personal leadership is the leadership of the self. It is not an academic exercise of finding the correct buzz words and phrases that make up your leadership philosophy. Personal leadership involves a self-reflective journey within. It means you’ve made a conscious decision to be awake to your automatic reactions and behaviors. Personal leadership means you are willing to look at situations as a “moment of choice” where you choose to reach higher, reflect on being your best, and discern the most effective way to proceed. In order to optimize those “moments of choice” you must first find

your inner compass. That compass is discovered through exploring

your beliefs, values, experiences, strengths, and level of emotional

intelligence. It is only after that exploration that you will begin the

work of designing a vision or direction for your leadership and life.

Practicing personal leadership then is about moving with

perseverance and persistence in the direction of the vision you

created grounded in who you are and what you value.

Target Audience Anyone who is stepping into a leadership role or taking on a challenging leadership assignment, anyone who needs inner guidance during times of uncertainty and change, anyone who wants to maximize their confidence and competence when working with others, anyone who knows that to effectively lead others we must first be able to lead ourselves

The Problem I do not have a model to follow to build my personal

leadership plan. I need a plan for my personal leadership in order to

execute the corporate goals. I lack a creative way to communicate my vision for how I

will lead my team or organization.


Self-reflect in five crucial areas of your life

Use Emotional Intelligence to apply a three-step process during times of challenge

Identify and prioritize your values Assess your top two strength roles Apply a four-step process to design your personal

leadership vision Create action steps to live your personal leadership vision

daily. Course Outline Pre-Workshop

Pre-work: Online assessment to identify strength roles. Webinar: Introduction and assessment discussion.

Day of Training

Define Personal Leadership: -- List the five areas of self-reflection necessary to

achieve clarity around a personal leadership vision -- Identify the four steps necessary for creating and living

a personal leadership vision daily. Self-reflection

-- Examine the personal, professional, and cultural beliefs

that may be impacting your behaviors and decisions -- Analyze significant life experiences and reflect on

lessons learned -- Clarify and prioritize your values -- Utilize a three-step emotional intelligence process to

analyze and manage your emotions during times of stress

-- Reflect on the roles in your life and how you use your

strengths and manage your time Create a Personal Leadership Vision to live by

-- Describe the five-step process used to turn Personal

Leadership possibilities into reality -- Use the four Ps for personal leadership vision writing -- Identify best practices for resiliently living as a personal

leader daily -- List action steps for creating new habits on their

personal leadership path


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| Leadership

Coaching for Success

Class Length 2 days Prerequisites None

Overview “Instead of Tell and Yell, Ask and Involve” Anne P. Harlow, Global Corporate Performance Consultant Coaching is a critical element of ensuring that performance

meets and exceeds expectations. This two-day interactive,

engaging and educational workshop will help managers use an 8

step process to enhance their coaching skills and improve individual and team performance. Participants will practice skills using real-life situations to prepare for more effective coaching conversations.

Target Audience New and existing managers who want to improve performance and accountability

The Problem Managers do not provide coaching and feedback except at

performance review time There is a culture of coaching being equivalent to

reprimands and consequences Managers are not holding employees accountable Employees are not clear about performance expectations Feedback is “fuzzy” There is no follow-up to coaching conversations Coaching only focuses on opportunities for improvement

and nothing positive

Our Solution To Learn to. . .

Explain effective coaching techniques Define performance expectations Identify individual strengths and opportunities for

improvement Determine coaching requirements Utilize an 8-step coaching process Develop a consistent coaching plan

Outline Best and Worst Coaching: Discuss and review techniques

that work and those that don’t Performance Expectations: Defining skills, behaviors and

attitude requirements Strengths and Opportunities: Determine processes to

capture skills and behavior strengths and opportunities for improvement

Before Coaching: Identify the performance gap, communication styles and motivation of individual contributors

8-step Coaching Process: Learn an 8 step process that engages employees in solutions and creates a culture of accountability

Coaching Plans: Develop individual coaching plans based

on expectations, team and individual goals


Management

Today, be aware of how you are spending your 1,440

beautiful moments, and spend them wisely.

- Unknown

Man

ag

em

en

t

P.o. box 12469, Arusha and Dar

es

salaam,www.globalcorporateper

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| Management

Time Management Essentials: Time Smart©

Class Length 1 Day(s) or a series of 1-hour webinars Prerequisites None

Overview Time cannot be managed, but we can manage ourselves,

information, and our use of time more effectively. This workshop

covers many common time management issues and provides an

opportunity to assess current time management habits.

Assessment

Course Outline Understanding Time: Can we really manage time, how

much does time cost and how are you spending it, assess current time management habits, identify benefits and challenges to managing time

Setting Goals: Identify long-term, short-term, professional and personal goals, make better decisions by relating them to your goals, creating SMART goals.

Target Audience Managers, human resources, team leaders, anyone who has challenges with balancing their time and staying on top of priorities

The Problem Too many interruptions A poor organizational system and process Lack of planning and prioritizing Inability to say “no” Not assessing how we spend our time


Assess current time management habits with the Time Mastery Profile

Identify the importance of setting goals Prioritize techniques Acquire more effective planning and scheduling methods Avoid or deal with common time stealers Use tips and tricks to become better organized Create an action plan for changing poor time management

habits

Planning and Scheduling: Projects vs. tasks, creating and

managing to do lists, scheduling appointments, what should go on the calendar

Prioritizing: What is most important, value-based prioritizing, decide what to eliminate, reduce repetitive time wasters, when is your prime time

Time Stealers: What to do about interruptions, procrastination, too much clutter and other things that steal our valuable time

Getting Organized: Paperwork, email and voicemail, developing a system, time management tools

Building an Action Plan for Change


es


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Management |

Time Management Using the Time Mastery Profile


Overview This course addresses the issues of working smarter by assessing

where we spend our time each day. We will identify the factors

that affect how we manage our work, time constraints and how to

develop priorities with supervisors and employees. This personalized look at managing work encourages participants to address the habits that limit our creativity and ability to work effectively within the environment.

Target Audience Managers, human resources, team leaders, anyone who has challenges with balancing their time and staying on top of priorities

The Problem Challenges identifying how goal setting impacts managing

your time on a daily, monthly and yearly basis Not able to figure out how to manage priorities when they

are not our own Not knowing which time management changes are

needed to make improvements

Assessment

Course Outline Participants will complete the Time Mastery Profile prior to the

course. They are asked to list one area of strength and one

weak area from the results of their profile on a flip chart

matrix in the training room. (These will become the areas

that the course will focus on during the session.) Opening: Description of time and several illustrations of

how we perceive time What Was Your Reaction: Surprised, confirmed

suspicions, disappointed (thought I was doing better) Exercise: Job Satisfaction — participants develop a list of

what makes their job easier or more difficult. Discussion focuses on which of the job satisfiers or dissatisfiers are within our control or influence.

Review Time Mastery Profile: Description of each

category and how to interpret your individual graph Exercise: Teach Back Closing


Have a personal view of your job and the philosophy that is critical for developing a new approach to managing your day

Assess personal motivation and how this impacts your job Utilize talents that may be underutilized which could

enhance or improve your use of time Identify how to become “active” versus “reactive” in your

workplace Maintain personal power and balance in your workday Define the four types of work: Crisis, Work-To-Do, Trivia

Work, and Time Wasting Work as a part of the “Priorities” category in the Time Mastery Profile


es


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| Management

Getting Organized


Overview This course will provide you with techniques to get out of the chaos and manage all the “stuff” in your life.

Target Audience Anyone that wants to learn techniques to improve organization in both their personal and business life

The Problem Life feels chaotic most of the time It’s difficult to find emails, keep track of voice mails and

sort through the clutter on your desktop Not knowing what tools to choose to help you get

organized


Identify the benefits of getting and keeping organized Develop a filing system to organize paperwork, email, and

voice mail Make decisions about what to keep and what to toss Identify the tools that are available to help with an

organizational system Set goals to develop new organizational habits

Course Outline Organization or Chaos: Where are you now The Benefits of an Organized Life Getting Out of Chaos: Setting goals, setting priorities,

projects vs. tasks, planning What To Do with all the Stuff: Develop a system

(paperwork, email, voice mail), your workspace, organizational tools (computer software, smart phones, productivity devices)

Developing New Habits


es


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Management |

Project Management


Overview Most companies have focused their attention on the business process while ignoring projects. This can be a costly mistake as everything NEW (new services, processes and products) and IMPROVED (improved services and processes) occurs as a result of a project. All growth in the business will occur through the successful completion of projects. Projects that are incomplete, late, over-budget, or off target, may impede your ability to meet your strategic business goals. In today’s world, the ability to manage projects effectively translates into a comprehensive advantage.

Target Audience Anyone who is responsible for managing a project large or small

The Problem Employees lack effective project management skills Ineffective project management techniques are impacting

the bottom line and ability to complete projects on time and within budget

Projects are not aligned with business goals


Define the role of the project manager and team Identify the elements of effective project management Develop models Assess your organization’s current level of project

effectiveness Optimize your project portfolio and avoid costly mistakes

Course Outline Overview of Project Management The Role of People in Project Management The Steps and Tools of Project Management The Factors Influencing Project Management Success The Issues for Designing a Successful Project Management

System


es


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| Management

Project Management for Non-Project Managers


Overview The ultimate goal of project management is to complete projects on time and deliver maximum quality within the allocated budget. Many people in business today are given the task of managing a project without any basic knowledge or tools for approaching that goal. This workshop breaks the project management process into four

basic steps and addresses the tasks that must be completed at each of those steps. It gives non-project managers the basic

knowledge required to lead a project to successful conclusion.

Course Outline Project Management Overview Define the Project: Write a scope statement, determine the

stakeholders, determine the resources required Plan the Project: Create a team, refine the scope, estimate

the schedule Execute the Project: Manage scope creep, manage

communication, mange the project Close the Project: Assess lessons learned, assess project

success

Target Audience Those individuals who manage projects without any formal project management training and who want to do a more effective job

The Problem Clients provide vague and changing requirements and

unskilled project managers don’t know how to handle them

Time is spent solving problems after projects are delivered

Every project is handled the same way

Our Solution To learn to:

Define the four phases in project management and the steps to complete each phase

Write a scope statement Create a project schedule Allocate resources Employ various tips for managing a project


es


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Management |

Stress Management


Overview Stress is a part of everyday lives; it can be viewed in both a positive and negative way. The work place environment can aggravate the stress level of many individuals. Long term distress leads to burnout, a condition most companies would like to prevent because it temporarily or permanently incapacitates productive employees. Certain conditions of stress call for intense reactions that give rise to marked changes in the attitudes and actions of normal personalities. What those conditions are and how people react to them is the theme of this course. Stress Management training can improve job performance and productivity, decrease job errors, increase job satisfaction, and lower hostility. These are payoffs to a well planned Stress Management Program.

Target Audience Anyone who wants to learn techniques to manage stress in their business and personal life

The Problems Inability to recognize the triggers and affects of stress Stress is impacting workplace productivity causing

mistakes, unsafe practices, unhappy customers Stress is causing personal health issues such as loss of

sleep, lack of appetite, and anger

Our Solution To learn to...

Be aware of his/her lifestyle Resolve conflict with winning results Develop an individual stress management program Recognize stressors in the work place, to reduce the effect

of the stressors Build self confidence and self esteem to face the future

with positive expectation Recognize their own belief system and reshape those that

are negative and destructive Formulate and utilize expectations

Course Content Be aware of your lifestyle Develop an individual stress management program Learn how to distinguish between stress and its causes Manage anger Build self confidence/self esteem to face the future

positively Identification of the stress response and types of stress Recognize stressors at the work place, and how to reduce

the effect Accepting change that will benefit the organization Understanding the effects of stress on the body — how it

happens and what it does


es


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| Management

Balancing Work and Family Life

Class Length 2 hours, ½ Day(s) or keynote Prerequisites None

Overview Finding balance between our professional and personal lives is a challenge we all face. Learn some techniques to identify your priorities and make better choices to attain that balance.

Target Audience Anyone that would like to find alternative ways to managing professional and personal life challenges

The Problem Wearing too many hats throughout the day which causes

additional stress Taking work home and thinking about home while you are

at work Deciding without focus on the priorities in your life


Make better decisions based on priorities, goals, and

values Stay focused based on which “hat” you are wearing Reduce the stress and have fun with the challenges Identify tips and tricks to save time and be more organized

Course Outline The Balance Challenge: How many hats do you wear, what

are the challenges Values, Goals, and Priorities: Identifying, communicating The Juggling Act: Which hat, which priority, making the

tough decisions Time-Saving Tips and Tricks Reducing Stress Choices and Changes


es


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Management |

Faces of Change

Class Length ½ to 1 Day(s) Prerequisites None

Overview The only constant in the world of business is change. How leaders react to, deal with, and enable change will make or break the success of an organization. Managers and leaders need to be adept at understanding the basics of change and how their actions impact it. By leveraging the insights and proven processes developed in the past decade, participants will learn how focus on the power of change to make their teams successful. Research shows us that employees are productive only 45 minutes of the day during times of high stress. Constant change is a leading cause of high stress. This course gives managers the insight and tools to actively guide their teams through change. This will enable them to be successful and productive in spite of the constant change going on around them. In this one day, facilitated, interactive discussion participants will shift the way they think about change and their role in ensuring their team’s success through change.

Target Audience Any individual contributor, manager, or leader needing to become adept at understanding the basics of change and how their actions impact change

The Problem Managers and employees trying to avoid changing Managers uncomfortable with change Employees unable to see the need or benefit of change Managers inability to engage their teams in necessary

organizational change Lack of understanding on how to move through change to

be even more successful No model or tools to help guide managers through change

initiatives


Understand the constant change is the new normal Define the principles of change Understand the mental habits that support change Understand the manager’s role in successful change

efforts

Course Outline Discussion Regarding “Change is the New Normal”

-- Using current events and business news, discover that

rapid change is here to stay. -- Showcase the critical role of managers in successful

change -- Highlight why change can fail organizations and teams,

and its impact The Principles of Change: Define and Discuss (facilitated

discussion) Understanding of the Principles of Change --

Establishing a sense of urgency -- Creating a guiding coalition -- Developing a vision and strategy --

Communicating the change vision

-- Empowering employees for broad-based action

-- Generating short-term wins

-- Consolidating gains and producing more change

-- Anchoring new approaches in the culture

What Is New in Change (additional great breakthroughs in change management) -- Highlights of the new discoveries -- Tools available to drive change on their teams

-- Exercises to help teams through change

-- Additional references to assist with change

management What’s Next

-- Participants will work on action plans to introduce

this knowledge to their teams and prepare plans to prepare their teams for change


es


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| Management

Goal Setting that Generates Success

Class Length 2 - 4 hours Prerequisites None

Overview “Setting goals is the first step in turning the invisible into the visible.” Tony Robbins Creating goals is the critical first step to creating direction for organizations, teams, and individuals. Many organizations set goals that are unclear and don’t provide the necessary specificity that will help keep teams and individuals focused. This can lead to people getting stuck in the day-to-day tasks that may not be the most valuable use of their time or lead to accomplishments. Goal setting is really a process that begins with a clear definition of what and how things need to be accomplished. This workshop will show you how to create goals that are actionable, measureable, focused and get results.

Target Audience Managers and Executives that are responsible for setting the vision and direction of an organization, department, team or individuals.

The Problem No clear focus or direction Goals that are really a list of projects or tasks Lack of measurement to identify successful completion of

goals Not understanding the importance of connecting

organization, team and individual goals Constantly changing goals


Identify corporate goals that create the vision and direction needed for success

Use the SMART formula to create goals that work Develop a method of communicating goals and creating

team cohesion Create a process to measure and monitor goals Map and connect organization, department, team and

individual goals

Outline Corporate Goals: understanding the WHY, review the

importance of connecting goals SMART Goals: how and why to use the SMART goals

formula, Questions to consider when writing goals, review examples of goals rewritten with the formula.

Measuring Goals: identify types of measurements Mapping Goals: How to ensure that goals are connected

and will ultimately contribute to corporate success Create Goals: Participants will create team and individual

goals that utilize the SMART formula, effective measurements and map to higher level goals

Communicating and Monitoring Goals: Develop ideas about the best ways to communicate goals to teams and individuals. Create a process to monitor goals to ensure success


Customer Service

Customer Service is an attitude, not a department.

- Anonymous

Cu

sto

me

r Se

rvic

e



ce.com (255) 655-973248/ 0764564374

| Customer Service

Customer Service Essentials: Customer Smart©

Class Length 1 or 2 Day(s) Prerequisites None

Overview This dynamic, hands-on, and practical workshop will help your organization impact the bottom line with improved customer service skills. Delight your customers by ensuring that everyone understands the basic people skills necessary to create a positive experience. Then go beyond the basics and create an environment that focuses on service.

Target Audience All employees who have direct interaction with customers, managers, sales representatives, customer service representatives, receptionists, technical support, and billing and collection specialists

The Problem Customer complaints are increasing Customer service attitude has become more negative than

positive Small issues are needlessly becoming big problems Basic etiquette such as being polite or smiling has gone by

the wayside Businesses are losing customer loyalty and repeat

business Individuals don’t understand the impact of customer

service on the organization

Assessment

Course Outline Customer Service Impact: Repeat, referral, and retention Communication Skills: Verbal, visual, vocal

communication, listening skills, asking questions, giving instructions

Communication Styles: Adjusting communication to fit the style of the customer

Communication Etiquette: Strategies to engage the customer, ways to say thank you, go beyond being polite and excite

Developing and Delivering a Positive Service Attitude Email and Phone Etiquette Basic Problem Solving Skills Strategies to Manage Challenging Customers and

Emotions Creating the WOW: Moving from satisfying customer

expectations to exceeding customer expectations Creating a Customer Focused Culture: Every interaction is

an opportunity Practicing the skills


Understand the impact of customer service on the organization and the bottom line


Identify strategies to manage challenging situations Define communication etiquette: email, phone, and face-

to-face Work with the customer to solve problems Go beyond just “satisfied” customers



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Customer Service |

Customer Service Excellence


Overview Customer Service is the provision of service to customers before, during, and after a purchase, or when they are soliciting support from the many government or social services agencies. Its importance varies by product, industry, agency, and customer. This workshop will teach participants what it takes to win with their customers using the principles of the four steps to quality customer service.

Target Audience Customer Service representatives, technical and support personnel, field service representatives, account managers, credit and billing specialists, small business owners, as well as, managers who want customer service training in order to reinforce their skills and train their staff

The Problem Customers complain about your CSRs Customers going to your competitors Unmotivated, unfriendly, unconcerned, uncommitted

CSRs


Make the customer your #1 priority Capture customer cooperation Raise the probability of positive customer responses Understand your behavior style and that of others Respond effectively to specific customer behaviors Build ongoing trust with repeat customers Manage a variety of customer satisfaction scenarios Enhance skills in negotiating and improve customer

problem solving techniques


Winning with Your Customers Do You Have What It Takes to Win with the Customer? Comparing Customer Service to a Refrigerator What Is Quality Customer Service? Four Reasons Why Quality Service Is Important Adopting a Customer Service Perspective Why Winning at Customer Service Is Important to You Four Steps to Quality Customer Service: Transmit a positive

attitude, identify customer needs, provide for the needs of

your customer, make sure your customers return



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| Customer Service

It’s Not My Fault, but It Is My Problem


Overview In the world of high-end customer service, there is no issue a customer brings that is not addressed. Regardless if the problem was created by the agent or employee, they see it as their task to bring it to resolution. In this global economy, being nice does not often translate well. We all know that focusing on why being nice is not enough. The magic is customer respect. This course shatters the notion of a customer issue by turning it from a problem into a possibility, from a fault to a moment to shine. It takes the idea of customer service and turns it on its head. Because it’s not about service, it’s about resolution. In this one day, facilitated, interactive discussion participants will be called upon to shift the way they think about how to deal with customer issues.

Assessment

Course Outline Service: What it is, how we deal with customers now The Critical Behaviors of Service for Your Organization:

What do they mean and how they will impact your

organization/team/department, customer focus Think about the Customer Define Customer Service for the Future of Your

Organization Flexibility: In your role as professional, importance Resolving Customer Issues Initiative and Decision Making Good Decision Making Tactics to Turn Customer Issues

into Opportunities Communication Changes Analyzing and Problem Solving

Target Audience Any employee that communicates with customers

The Problem Managers unclear on the impact of their team’s actions on

customers Unmotivated employees pushing customer problems to

other teams Employees unable to see that each customer issue is an

opportunity Managers not seeing the long term effects of allowing

employees to let customer issues linger without resolution Lack of a clear set of critical behaviors for service


Provide the key fundamentals to providing exceptional service

Turn every customer issue into an opportunity Shift from dealing with customer problems to creating

long term solutions Move from treating customers as merely “purchasers of

service” to partners for the future



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Customer Service |

Automotive Dealership Customer Service

Class Length ½ Day(s) - Entire program Prerequisites None

Overview Developing a customer-centric culture is critical to building solid customer relationships. This workshop will help everyone in your automotive dealership understand their role in providing an exceptional customer experience that goes beyond just customer satisfaction. Exceeding a customer’s expectation, results in retention and referrals. That impacts the bottom line and benefits everyone.

Target Audience Managers, service advisors, service techs, salespeople

The Problem CSI Scores are declining Customer complaints are increasing Customer service attitude has become more negative than

positive Small issues are needlessly becoming big problems Basic etiquette such as being polite or smiling has gone by

the wayside Decreased customer loyalty and repeat business Employees don’t understand the impact of customer

service on the dealership


Understand the impact of customer service on the dealership and the bottom line


Use communication etiquette: email, phone, and face-to-

face Improve problem solving skills Go beyond just “satisfied” customers Strategize to manage challenging situations

Course Outline Customer Service Impact: Repeat, referral and retention CSI: Understanding the importance of these scores as one

measurement Communication Skills: Verbal, visual, vocal

communication, listening skills, asking questions, giving instructions

Communication Styles: Adjusting communication to fit the style of the customer

Communication Etiquette: Strategies to engage the customer, ways to say thank you, go beyond being polite and excite

Developing and Delivering a Positive Service Attitude –

Even in Difficult Times Email and Phone Etiquette Basic Problem Solving Skills Strategies to Manage Challenging Customers and

Emotions Creating the WOW: Moving from satisfying customer

expectations to exceeding customer expectations Creating a Customer Focused Culture: Every interaction is

an opportunity


0764564374


Sales

To give real service you must add something which cannot

be bought or measured with money, and that is sincerity and integrity.

Sa

les

- Douglas Adams

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| Sales

Successful Negotiation Techniques

Class Length 1-2 Day(s) Prerequisites None

Overview “Negotiation involves parties, who each have something that the other wants, reaching an agreement to exchange through a process of bargaining.” This program takes the basics of communication and builds on the process of knowing what you want and identifying how you will achieve that result. The program includes information on devising a negotiation strategy, managing negotiation with difficult people, making appropriate concessions, what to do when a negotiation breaks down and six steps to follow consistent performance. This course uses experiential exercises customized to the

negotiation situations commonly experienced in an organization.

The participants learn and then practice using principled

negotiation while assessing their negotiation approach.

Target Audience Anyone involved in direct or indirect negotiations

The Problem Employees need to negotiate on a regular basis and lack

the skills to do so effectively Negotiations are often not designed to create a win-win

situation that will result in stronger relationships


Understand the current comfort level when negotiating Approach a negotiation and what they expect to

accomplish Define the principled negotiation strategy developed at

the Harvard Negotiation Project Identify the six specific negotiation steps and how each

builds on one’s natural communication skills Utilize techniques for managing difficult people and stay

focused on your goal in the negotiation Use the steps and techniques in day-to-day situations

Course Outline Devising a Negotiation Strategy Managing Negotiation with Difficult People Making Appropriate Concessions What To Do When a Negotiation Breaks Down

Six Steps to Consistent Performance

P.o. box 12469,

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orporateperformanc

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Sales |

Effective Selling


Overview Built around the Everything DiSC® Sales Profile (a powerful

easy-to-use research-validated learning model) you gain an

understanding or the steps associated with reading and

understanding your customers’ communication and buying styles. This powerful combination prepares your sales staff to

adapt in order to connect better with your existing and potential

customers. Using a combination of online pre-work, engaging

facilitation with contemporary video, and online follow-up,

Effective Selling provides a personalized learning experience.

Target Audience Sales staff

The Problem Salespeople concentrate on the “what” more than the

“who” Salespeople pitch with “their” strengths rather than

meeting “customer” expectations Salespeople fail to plan for identifiable customer reactions


Utilize behavior-based selling Identify a powerful, easy-to-use research-validated

learning model Read and understand the styles of customers Apply strategies to connect better and close more sales


Understand Your Selling Style Recognize and Understand Your Customer’s Buying Style Adapt Your style to Meet the Customer’s Buying Style

Note: In addition to salesperson and customer specific tools,

Effective Selling offers two optional reports:

Facilitator – Provides a composite view of your group’s Selling Styles along with information on how these styles may impact your organization’s culture

Group Culture – Helps you determine the group’s DiSC culture, explore its advantages and disadvantages, discuss its effect on group members, and examine its influence on decision making and risk taking

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orporateperformanc

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| Sales

Relationship Based Selling

Class Length 1 Day(s) Prerequisites None Pre-work Everything DiSC Sales Profile

Overview This program has three sections, six modules, and a reinforcement

activity that includes an unlimited supply of online Sales Customer

Interaction Maps. It leverages the Everything DiSC® Sales Profile

that leverages DiSC® to help salespeople communicate better and

improve their selling relationships. In addition to being standalone profiles, the Everything DiSC Series links together to produce group, culture reports, teaming, and individual comparison reports. There is also a robust 363 Profile that exceeds the output of typical 360s.

Target Audience Sales staff who need to improve their sales technique

The Problem Many employees responsible for sales do not:

Understand themselves and how they affect others Understand their reactions to other people Know how to maximize on what they do well Have a positive attitude about themselves Know how to adapt to meet another’s expectation


Discover your DiSC style, priorities, strengths, and

challenges Recognize and understand your customers’ buying styles Learn to navigate from you to your customers Apply your understanding of DiSC to specific customers


Discover the Everything DiSC Sales Map Identify the priorities of your sales style Practice what you’ve learned about your sales priorities Reflect on how DiSC can improve your sales interactions Learn a process for placing customers on the Everything

DiSC® Sales Map Practice the customer-mapping process Explore the priorities that drive each customer’s buying

style Map the buying styles of your customers Explore how failing to adapt can interfere with the sales

process Discover how to adapt for better outcomes with

customers Practice adapting to a specific customer Develop a plan to improve sales interactions with this

customer Practice customer-mapping techniques Explore strategies for adapting to actual customers

P.o. box 12469,

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orporateperformanc

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973248/ 0764564374

Sales |

Powerful Negotiations

Course Length 1 Day(s) Prerequisites None

Overview Negotiation is the process of presenting ideas, understanding

both points of view, and reaching an agreement that creates a

positive outcome for everyone. It’s not always quite that easy. We negotiate with clients, colleagues, and even family members all the time. Using solid negotiation concepts and practical communication skills, this interactive workshop will help you increase your ability to create a collaborative environment and develop more win-win situations.

Target Audience Sales and customer service representatives, managers, and leaders

who need to negotiate effective results with employees, anyone

who wants to build stronger relationships and get more of what

they want through the power of negotiation

The Problem Focusing on the desire to “win” instead of compromise for

the best solution Poor planning for negotiations Inability to effectively communicate your wants, needs,

and desired end result Lack of confidence to negotiate Not understanding and adjusting different negotiation

styles Emotions are getting in the way


Identify the benefits of good negotiation skills Identify why it is critical to plan for successful negotiations

Set clear outcome goals Create a value proposition that will result in more win-win

situations Identify what to do before, during and after negotiation Define the six negotiation stages Use negotiation planning tools Improve communication and listening skills to get better

results

Course Outline Defining Negotiation: Benefits of being an effective

negotiator, skills required to be successful, types of negotiations, barriers to negotiation, potential outcomes when not to negotiate

The Negotiation Stages: Prepare/plan, build relationships, exchange information, distribute, close, cooperate

Planning Tools: BATNA, determine interests vs. positions, planning checklist, negotiation worksheet

Communication Skills: Listening, asking questions, communication style, first impressions, creating confidence, bargaining,

Difficult Situations: Working through emotions, staying

focused, lack of authority, managing the process After Negotiation: Summarizing the results, follow-up

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| Sales

Consultative Selling


Overview This highly interactive workshop focuses on the fundamentals of a consultative sales process. It has been psychologically supported that how effective you are with people far outweighs intelligence, education, or physical assets. People buy from people they like and people they trust. Consultative selling starts with building a relationship and creating trust. By fully understanding the customer’s needs, wants, demographics, concerns and objections, sales consultants can create a win-win relationship that ultimately increases sales.

Target Audience Sales people, managers, anyone who is responsible for

presenting product/service information to a consumer/client

with the end goal being to build a foundation for a stronger,

ongoing relationships and increase sales

The Problem Ineffective communication skills Not understanding consumer/client needs Misunderstandings due to ineffective communication Poor customer service Presenting yourself “like someone else” – not developing

your own style Focusing on the sale instead of the relationship

Our Solution To learn to…

Create a consultative approach to sales Acknowledge the attitudes and skills necessary to conduct

effective conversations Improve listening skills and understand how it will

improve your overall communication with others Apply questioning techniques to gather the right

information for a consultative approach Recognize the root cause of negative emotions and how

they apply to objections Influence emotions so we get to conversation that will

achieve the results we are seeking Use the DiSC® assessment to understand communication

style and utilize techniques for adjusting behavior depending on the situation and others’ needs

Present products or solutions that focus on what’s important to the customer


Consultative Selling: Define, creating the right focus Building Relationships and Trust: DiSC® communication

Styles, Conversation techniques, the art of asking questions, listening effectively, techniques to quickly create trust

Communication and Presentation Skills: Visual, verbal and

vocal communication, email and telephone etiquette Understanding the Customer: Needs, wants,

demographics and concerns Product Presentations: Focus on what the customer

wants to know, techniques to present to large or small audiences, the importance of rehearsing

Objections: Identify the emotion behind the objection, strategies to overcome objections

Closing the Sale: Techniques to ask for the sale Practice: Using client specific situations, participants will

practice skills

P.o. box 12469,

Arusha and Dar es

salaam,www.globalc

orporateperformanc

e.com (255) 655-

973248/ 0764564374

Sales |

Prospecting – I Know They’re Out There Somewhere!

Class Length 1 Day Prerequisites A basic knowledge of Sales Techniques Required Technology None

Overview All good salespeople know that prospecting is the lifeblood of their sales activity. Unless a steady stream of new people to talk with comes into the salespersons sphere of influence, the salesperson will perish. It has been said that it is better to be a master prospector than a master salesperson with no one to tell your story to.

Course Outline Prospecting is an ATTITUDE Sources of Prospects What is a Class “A” Prospect

Referrals as a Source of Prospecting Orphaned Accounts and Prospecting Developing Centers of Influence What can Social Media Do for Our Prospecting Efforts

Does Cold Calling Still Work? Ah, Yes – Sometimes!

Target Audience Anyone who meets the perquisites and has responsibility

for getting someone to do something different or better

The Problem You are responsible for . . .

Finding new clients Managing your pipeline – and it starts with your prospects


Identify new prospects Develop a more enthusiastic sales attitude Develop centers of influence that can assist you for life Understand what a snapshot of your Class “A” prospect

looks like Developing a cold calling mental toughness

Social media and prospecting

P.o. box 12469,

Arusha and Dar es

salaam,www.globalc

orporateperformanc

e.com (255) 655-

973248/ 0764564374

| Sales

Successful Selling – The Basics and Beyond!

Class Length 1 – 3 Day(s) depending on expected outcomes Prerequisites A basic knowledge of Sales Techniques Required Technology None

Overview Good sales people hit their quota; great sales people exceed their quota by however much they choose and have a blast, every day, while doing it! The difference between good and great are only small, almost imperceptible differences. That is the purpose of this exciting developmental process. It is full of “slight edge concepts” designed to propel careers and instill sales leadership.

Target Audience This can be designed as an entry level model to sales excellence, or as a more advanced treatment of the subject based upon the client’s needs.

The Problem You are responsible for increasing your company’s top line

by hitting your quota You are responsible for increasing your company’s bottom

line by proper pricing You must understand the sales cycle and how it can make

you money


Set meaningful personal goals, to rocket your sales

success Understand the seven-step sales process and make it part

of your DAILY action plan Develop a winning sales attitude Gain more job satisfaction, greater income and life

balance

Course Outline Developing A Winning Sales Attitude So, Tell Me About Your Goals Prospecting The Initial Contact Qualifying Professional Presentations Addressing Concerns Closing The Sale Obtaining Referrals Time Management for Greater Sales Effectiveness

P.o. box 12469,

Arusha and Dar es

salaam,www.globalc

orporateperformanc

e.com (255) 655-

973248/ 0764564374

Sales |

Sales Force Management and Leadership

Class Length 2 - 5 Days depending on expected outcomes Prerequisites A basic knowledge of sales techniques; a basic knowledge of management techniques Required Technology None

Overview Many sales managers got to where they are because they are great sales people. Problem is, the skill set to be a great sales person and a great sales manager are totally different. Our development process is designed to give the sales management team a fresh perspective on managing a group of diverse individuals, many of whom may have very different levels of skills and talents.

Target Audience This can be designed as an entry level model to sales excellence, or as a more advanced treatment of the subject based upon the client’s needs

The Problem You are responsible for increasing your company’s bottom

line by leading a sales team You are responsible for creating a climate of dynamic

motivation to increase sales production


Understand the diffidence between management and

leadership Use self-motivation techniques Develop personal responsibility in your team Effectively handle sales force nonperformance issues

Course Outline A Review of Your Sales Cycle Before You Can Lead, Manage and Motivate Others, You

Need To Lead, Manage, and Motivate Yourself So, Tell Me About Your Goals Managing by the Numbers Listening Skills for Sales Management Does Team Selling Work Managing Your CRM Effective Sales Meetings Personal Responsibility The Role of Self Image in Sales Success — The Power of

Belief Time Management for Greater Sales Management

Effectiveness Using Your Authority and Influence Correctly


0764564374


Strategic Skills

Success is almost totally dependent upon drive and persistence.

The extra energy required to make another e ort or try another

approach is the secret of winning.

Stra

teg

ic S

kills

- Denis Waitley



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| Strategic Skills

Removing Barriers to Peak Performance


Overview To understand performance, you must grasp the behavior structures that underpin, support, and drive successful performance. When faced with a barrier, people move through these four phases. Often you move through one or more phases quickly only to get bogged down in another. Effective leadership can help individuals and groups move through the phases effectively and efficiently. The four phases are:

Denial Resistance Exploration Commitment

This program explores the danger and opportunity associated with

each phase. It defines methodologies for moving individuals and

organizations through them effectively and efficiently.

Target Audience Leaders and employees who are interested in increasing their performance

The Problem Too often, employees get hung up on issues, changes,

personalities, policies, and procedures that prevent them, and consequently their organization, from achieving peak performance

Assessment

Course Outline Phases of Transition Different Stages Require Different Strategies Dealing with Resistance Strategies for Managing Each Phase Conflict Evaluate Your Behaviors for Abrasiveness Patterns of Difficult Behaviors Effective Coping Listening Effectively Handling an Angry Employee Creating Team Involvement Building a High Performance Team Reinforcement The Case of Ellen Graner Sexual Harassment Upstaging The OPM Agency Working with Conflict To Tell the Truth


Define the barriers Recognize the signs of each barrier Identify the steps necessary to avoid, or reduce the

impact of, each barrier



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Strategic Skills |

Making Change Irresistible


Overview This program incorporates thoughts and solutions related to

change from a variety of sources including Dr. Ken Hultman’s

influential book, Making Change Irresistible, Dr. William

Marston’s work on behaviors, Daniel Goleman’s work on

emotional intelligence, and many other prominent experts. You first explore the dynamics of change. Then move to handling resistance and conflict. This is followed by an overview of ways to analyze perceptions and handle people (including you) caught in change. We finish with several case studies for application and reinforcement of the learning.

Target Audience Managers responsible for implementing change or

the employees experiencing the change

The Problem Company going through an acquisition New Management New business processes and procedure


Understand how change impacts personal and organizational performance

Identify what to do, and what not to do, when facing change

Understand the models of adaptation and conflict resolution

Assessment

Course Outline

The Dynamics of Change Dealing with Resistance Overcoming Resistance Strategies for Managing Each Phase Conflict Evaluating Your Behavior for Abrasiveness Patterns of Difficult Behavior Effective Coping Listening Effectively Handing of Angry Personnel Increasing Team Involvement Case Studies

Note: There are two versions of this program: One for employees facing a change. The other for those charged with leading others through change.



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| Strategic Skills

Self-Directed Learning

Class Length ½ - 1 Day, Keynote Prerequisites None

Overview Because most employees are products of a passive educational

system, they do not know how to be proactive in identifying their

training needs, or designing and evaluating their own learning. This

workshop fosters the self-directive perspective while building

active learning skills. All this is done from a career development

perspective to enable employees to refine their knowledge and

skills in areas where it is not feasible for their employer to provide

a training program relevant to their needs.

Target Audience Managers responsible for implementing a self-directive learning skills implementation or the employees now responsible for their active learning program

The Problem Self-directed learning is ineffective because employees

don’t have the skills and aptitudes to learn this way Employees have challenges identifying a good self-

directed learning plan Learners often have to go through training they already

are familiar with


Define the importance of being self-directive Define your own learning style Identify different resources for learning Develop their own learning plan

Course Outline Introduction to Self-Directed Learning

Identifying Your Learning Needs Understanding Your Learning Style Writing Learning Objectives Identifying Learning Resources Writing a Learning Contract Evaluating Your Learning



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Strategic Skills |

The Problem Solving Process


Overview This workshop focuses on the use of experience, creativity and intuition to make the right decisions. Employees will learn to be more decisive, confident, and creative. They will also be able to tap the skills of others to get results. A real work problem will be analyzed during the workshop.

Target Audience Anyone that is responsible for problem solving and making

recommendations for the best solution and action plan

The Problem Employees don’t understand the root causes of problems

so often the wrong solutions are applied Teams are not effectively creating an entire plan to solve

problems Problem solving skills are not innate to most people


Effectively problem solve Generate new and innovative ideas Select useful solutions Gain support and input from others

Course Outline Problem Solving Overview The Seven Steps of Problem Solving Define the Problem Label the Problem Analyze the Root Cause of the Problem Explore Optional Solutions to the Problem Make a Decision Based on the Best Solution to the

Problem Create an Action and Contingency Plan Revisit the Problem



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0764564374

| Strategic Skills

Adaptive Decision Making

Class Length 2 Days Prerequisites None

Overview In today’s fast-flowing business environment, leaders usually don’t have the luxury of time when making decisions. Leaders need to be able to quickly size up the situation, identify the most workable and expedient course of action, and then act—often without having all the data or the time to consider every possible option. This course helps leaders accelerate the decision-making process, yet still make quality decisions in fast-paced environments with limited time and information. They also learn how to determine when it is appropriate to use this approach and when to slow down the process and apply a more traditional, analytical approach.

Target Audience Leaders and executives that need to improve their ability to make more expedient decisions

The Problem Leaders don’t have time to make decisions in today’s

frenzied times Leaders don’t have access to all the information they need

to make quality decisions Leaders must be able to make solo decisions and group

decisions Leaders don’t have a guide for which decision making

process to use Leaders can’t depend on “traditional” solutions they have

to find more “innovative” solutions


Define adaptive decision making Identify personal and organizational roadblocks when

using adaptive decision making Define when an adaptive decision is appropriate and

when a more analytical approach is needed Utilize various consistent approaches to accelerate the

decision making process Develop creative strategies to generate out-of the box

solutions

Course Outline Introduction Define Adaptive Decision Making as “the ability to size up a

situation and to recognize the best course of action” Differentiate between problems solving and decision

making Understand and overcome personal “mental blocks”

that prevent you from being “comfortable” with ADM approaches to decision making

Identify and strategize about circumventing organizational

roadblocks to using ADM Identify business drivers for ADM Compare traditional decision making to ADM Use the TRY method to test your choice to use ADM Utilize a four-step approach for a quick decision Explore how to use group dynamics and parallel thinking

for a team decision approach Develop intuitive decision making for an on-the-spot

decision utilizing your expertise Cultivate creative decision making skills for innovative

decision making when the old ways just won’t work



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Strategic Skills |

Polarity Thinking


Overview This workshop addresses the problems in your organization that just don’t seem to go away. It introduces Barry Johnson’s Polarity Thinking as a way to understand the sometimes hidden forces of opposing values at work in organizations and people. You will learn how to surface these forces, map them graphically with a tool called the Polarity Map, and how to manage them. The workshop also includes an overview of the online Polarity Assessment tool that helps organizations gauge and manage polarities in a large organization. Polarity Thinking helps leaders and their organizations more efficiently and more sustainably reach their goals.

Target Audience Leaders, managers, and supervisors dealing with complexity and seemingly intractable issues; also appropriate for individual contributors in knowledge roles

The Problem Should we centralize or decentralize? Should we be tightly

hierarchical or loosely managed? Often, leaders view these issues

as problems to solve and decisions to be made, when, in reality,

they are polarities to manage. In fact, organizations often go back

and forth, exhausting employees and wasting resources.


Recognize how values in organizations and individuals come in polarity pairs

Approach intractable problems as polarities to manage

rather than problems to solve Identify particular polarities that need to be managed in

your organization Use the Polarity Map as a way to visualize and diagnose

current reality Identify early warnings and action steps that can be

managed through the Polarity Map Gain practice in using Polarity Thinking and the Polarity

Map


Defining Polarities Introduction to Polarity Thinking Applications of Polarity Thinking Identified Polarities Identifying the Polarities at Work in Your Situation The Polarity Map Graphic Tool Parts of the Polarity Map including:

-- Your highest purpose and greatest fear -- The upsides and downsides of polarity pairs -- The infinity loop as a measure of how well a polarity is

managed -- Early warning signs of badly managed polarities -- Action steps that can be taken to manage polarities

well Managing Polarity Pairs Facilitating a Polarity Discussion Getting “Unstuck” When the Normal Flow of Polarity

Energy is Blocked Practice in Applying Polarity Thinking to Your Own

Situation The Polarity Assessment and Its Process



mance.com (255) 655-973248/

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| Strategic Skills

Social Media is Changing Everything — Including Your Business

Class Length ½ - 1 Day, Keynote Prerequisites None

Overview Social media is becoming part of the fabric of corporate life.

Whether to reach customers, connect employees, or coordinate

with suppliers, American businesses appear to be embracing social

media. Things are not always what they appear to be. While companies may have blogs, Twitter accounts, and

Facebook pages, there is evidence that many companies struggle

with the fundamental changes that social media is bringing to their

business. Unhappy customers air their dissatisfaction on Twitter.

Employees want executives to share more information and

suppliers may feel at risk as companies look for digital dirt. How do you respond? Social media is creating a cultural shift in how business gets done. This workshop looks at how social media‘s impact on leadership and profitability. It explores social media trends, considers the leadership and cultural implications, and identifies best practices. Participants will learn that being successful in the social media arena is not so much about mastering new technologies, but using the technology to establish and sustain new types of relationships with your customers, employees, and suppliers. The workshop includes case studies and action plans to help begin the process of transforming social media activities into strategic business initiatives.

Course Outline Social Media Basics Using Social Media to Learn, Dialog, Support and Innovate

Social Media Challenges: Real life social media business

case studies, what would you do Acclimating to a Social Media Culture: What processes

and tools should you use

Target Audience Anyone who wants to understand how social media is changing business and how they can develop strategies to harness its power

The Problem Social Media is seen as just another communication

channel where executives can continue to control their market message

Millennials don’t have the same filters as older generations and have very different attitudes towards privacy and sharing

Social media has tipped the balance of power and one person with a social media following can negatively impact the bottom line


Deal with the new environment that requires dialog rather

than broadcasting messages, Better understand the new leadership mindset required in a social media

environment,Recognize that engaging in social media is like

working in a different culture with a new language, unknown expectations and unfamiliar behaviors and values

Establish an open strategy that will serve as a foundation for social media activities



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Strategic Skills |Strategic Thinking Class Length 1 - 2 Day(s) Prerequisites None

Overview Not so long ago, strategic thinking was all about creating a

powerful positioning, and establishing brilliant tactics to defend that position. The goal was to chart the course and not veer

from it. Things have changed. The world has changed. In today’s

globalized world, the strategic thinker needs to possess intellectual

agility. The strategic thinker needs to understand and adapt to

different competitive landscapes, quickly. The strategic thinker is a

nimble, disciplined thinker who is willing to apply different concepts

to reach astute decisions. It seems as though traditional models of

strategic management and decision making will not suffice if an

organization wants to thrive. Today’s definition of strategic thinking

must include exploring all possible organizational futures by

challenging conventional thinking, assessing both internal and

external impacts, and including imagination to redefine the rules of

the competitive game.

Target Audience Anyone who is involved and has responsibility for business planning

The Problem Many employees do not:

Organizations often confuse strategic thinking with

strategic thinking. They are two separate activities. Strategic thinking, unlike strategic planning should be a

daily activity, not a once a year event. Strategic thinkers need to feel safe in bringing up

challenges to current beliefs and mind-sets. This sense of safety doesn’t exist in many organizations.


Identify opportunities through exposure to competitive analysis and other tools

Recognize the role of creative thinking in building and evaluating a strategy

Practice methodologies for clarifying and magnifying

roadblocks to competitive advantage Examine ways to communicate strategy that will garner

support from all stakeholders

Course Outline

Opening: Welcome, introductions, icebreaker (Herrmann’s

Brain Dominance Model) Define Strategtic Thinking: Identify five habits of

strategic thinkers, benefits of strategic thinkers to your organization, roadblocks to strategic thinking

Improve Your Strategic Thinking: Question your own opinions, surround yourself with people who see your world differently, recharge

Utilize the Four Elements of Strategy: Where do we intend to be in some point in the future, what are we going to focus our resources on next, how will we execute the strategy, create a criterion that lets you know when its time to change a strategic approach

Communicate Strategy: Keep your message simple, use a framework discipline inspire/educate/reinforce, put on your “real person” hat, and tell a story include the unexpected


0764564374


Teams

Teamwork is the ability to work together toward a common vision.

The ability to direct individual accomplishments toward

organizational objectives. It is the fuel that allows common people to attain uncommon results.

Tea

ms

- Andrew Carnegie

P.o. box 12469, Arusha

and Dar es

salaam,www.globalcorp

orateperformance.com

(255) 655-973248/

0764564374

|Teams

Working with Virtual Teams


Overview Currently, one of the biggest challenges facing teams is how to successfully work within that team. Teams that are geographically dispersed and primarily meet virtually (via web cast or conference call) present new sets of challenges. Many team members have difficulty because they cannot see what other members are doing. Even the most skilled managers find difficulty in communicating and building a team, when there is not physical proximity. In this course, participants will learn practical, easy to implement solutions to create a high performance virtual team. With globalization a reality, this will become an even more common team dynamic. Mastering the art of working with virtual teams will increase your team’s productivity. It is even an opportunity to increase the freedom and flexibility of a team that works in the same office.

Target Audience Those who lead or participate in geographically separate teams

The Problem Managers are unclear on the key concepts to successfully

managing a virtual team Virtual teams are unproductive, with a higher than usual

turnover rate Friction within the team or between teams Frequent miscommunication or non-communication

between team members causing unnecessary stress and re-work

Poor relationships on the team


Define the five fundamentals to successfully work with a

virtual team Implement best practices when communicating virtually Build trust on a virtual team Motivate and recognize employees on a virtual team Create an action to implement virtual team fundamentals

Course Outline Discussion: What is a virtual team, why are they critical

Statistics and Trends on Virtual Teams Virtual Teams: Cases of great success and great failure Build a Strong Team, Starting with You Gather the Right People Put Technology to Work Master the Art of Communication Build a Sense of “We” Manage by Results Building a Practical Plan for Your Virtual Team


and Dar es



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Teams |

P.E.R.F.O.R.M. Team Effectiveness Class Length 1 ½ Days Prerequisites Membership in a work group. Team Leader.

Overview This workshop will focus on creating an interactive learning environment for individuals who want to learn the importance of teamwork within an organization and develop their own team working skills. Team Effectiveness will use direct instruction, videotaped experiential activities and facilitated discussions to focus on the essential team skills of P.E.R.F.O.R.M. (Purpose, Empowerment, Relationship and Communication, Flexibility, Optimal Productivity, Recognition and Appreciation, Morale).

Target Audience Anyone that is a part of a working team

The Problem Teams are ineffective when in working together Accountability as a team and as individuals is an issue There are challenges bringing individual skills and talents

together to function with greater productivity Not everyone understands what it takes to become a high

performing team


Define the “team stage” of the development assessment Set team goals and the team value contract Communicate within teams Utilize creative problem solving and critical thinking skills Collaborate with the team Build trust within the team Manage team conflict Define essential team skills (P.E.R.F.O.R.M.)


Introduction: Introductions, course overview, convening

activities Goal Setting and Group Value Contract Filmed Team Building Initiatives Team Assessment Day 1 Reflections and Discussion View Edited Videotape and Discussion Team Skills Session I: Purpose, empowerment,

relationships and communication Team Skills Session II: Flexibility, optimal productivity,

recognition and appreciation, morale Closing Activity


and Dar es



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| Teams

Building Successful Teams

Class Length 1 ½ Days Prerequisites None

Overview Successful teams know how to effectively take individual talents and put them together to accomplish common goals. This course will help identify team purpose, maximize strengths and create a more productive team environment.

Target Audience Anyone who has participated as a team member or is responsible

for leading a team would benefit from this workshop

The Problem Lack of a common goal No team commitment Lack of respect Ineffective team communication


Identify the phases every team goes through and how to manage the process to become productive

Define the importance of communicating goals and vision Identify and build on individual strengths Create ground rules that everyone can live with Utilize techniques to lead the team and keep motivated

and focused Help your team accept differences and value one another


Characteristics of Successful Teams Team Stages: Forming, storming, norming, performing Building the Team: Team purpose and goals, identify skills,

strengths and potential liabilities, identify roles and responsibilities, understanding team dynamics

Ground Rules: Communication etiquette, email and voice

mail, meeting rules, team values Facilitating a Team Building Session Leading the Team: Leadership skills, keeping employees

motivated, staying focused on the goals Team Challenges Workshop Project Teams and Sunset Reviews


and Dar es



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Teams |

Developing and Managing Effective Teams


Overview Achieving the organization’s goals is the job of all members of

the team. By leading, inspiring, persuading, and developing a

creative work environment, the team can achieve beyond expectations. Team dynamics are also the core elements needed to accomplish the challenges and opportunities presented each day. Developing partnerships and alliances is an essential aspect of effective organizations. This program is designed for all employees who view their job as an integrated effort with other people, departments and support systems. Whether you are new to a team or department or have been “at it” for a while, team effectiveness principles are transferable to all work.

Assessment

Course Outline Opening Activity: Experience as teacher Leadership Assessment Diagnostic: Inventory tool for the

participant to self-assess their leadership focus in terms of team development based on five leadership team functions

Why We Need Teams More Than Ever: Seven elements of teams are introduced

Team Activity: Run the bases Team Development Questionnaire Team Development Plan (TDP) Tool: An action planning

tool

Target Audience Anyone responsible for developing and managing a team

The Problem Some teams work together effectively while others fall

apart Group dynamics are not assessed before a team is

developed Team member have difficulty executing strategy into

action


Define the foundational needs for teams to work

effectively and efficiently Create opportunities for building a team-focus Recognize the group dynamics that are the foundation for

improving performance Assess strategy and make decisions Identify how the team values recognition, cohesiveness, role

clarity, participation, and conflict management Utilize creative team development strategies


and Dar es



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| Teams

Team Building 101


Overview New team leaders success and effectiveness is based on the ability to guide the work of others rather than be an individual contributor. Team leaders are responsible for setting directions, facilitating relationships, utilizing competencies of team members, and driving for business results. This course offers participants the framework and the tools to help them succeed in this new role.

Target Audience Team Leaders

The Problem New team leaders have to switch from being individual

contributors to being motivators for others Team leadership involves mobilizing the combined

expertise of a group and no guarantees of effective collaboration

As a team moves through phases of development, leaders

must adapt their leadership techniques Every team faces dysfunction roadblocks


Identify the benefits of forming high performance teams Define the different stages of team development (forming,

storming, norming, performing) and what a leader can do to expedite each stage

Define the five key fundamentals of high performance teams based on the work of Patrick Lencioni, author of The Five Dysfunctions of a Team

Evaluate the degree to which the team meets the expectations of a high performance team

Develop strategies that will help improve teamwork Utilize best practices for team performance


Introduction Benefits of Teamwork Define High Performance Teams Uncover Leadership Responsibilities to Develop Teamwork

and Achieve Results Describe the Stages of Team Development Identify What Team Leaders Can Do to Expedite Progress

Through Each Stage Meeting Expectations: Evaluate the degree to which the

team meets the expectations of a high performance team and avoids the common dysfunctions of teams

Strategize How to Avoid the Five Dysfunctions of a Team Team Process and Tools: Utilize tools for meeting

management, decision making, problem solving, and planning


and Dar es



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Teams |

Building Teamwork & Commitment


Overview This workshop helps you and your organization to:

Build trust and commitment Create a highly involved work force (virtual or face-to-

face) Develop and leverage emotional intelligence Improve communication Develop a more balanced understanding to effectively deal

with interpersonal relationships and other cultures

Additionally, this workshop leverages collective learning – a core element of team building. Why? Well, because success requires:

Open minds to new ideas and experiences Building relationships Developing group resources Understanding authority problems Empathizing with others Above average communication skills

Target Audience Teams that are forming or struggling

The Problems Over time, effective teams can become complacent and

produce less outstanding results and often don’t succeed in

achieving. Team members change. Priorities shift. Team members no longer feel responsible for the output

of their team nor act to clear difficulties standing in their way.

New or reconstituted teams need a structured kick off.


Leverage and understand how behavior impacts success Behave with confidence, openness, and commitment Perform the dual role of team member and leader Confidently display a positive team spirit Differentiate clearly who is in charge, who cares, who

benefits Organize effectively Function within an atmosphere of trust by empowering

the team and sharing the vision Leverage each other’s strengths and weaknesses

Course Outline

This workshop has as pre-work an online Everything DiSC Workplace Profile for each attendee

The data from this pre-work is used to produce a Team

Cultural Report and Comparison Reports for each pairing Delivery of the workshop is customized to emphasize your

specific needs and expectations


and Dar es



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| Teams

Five Behaviors of a Cohesive Team

Class Length 2 - 5 Day(s) depending on expected outcomes Prerequisites None

Overview The Five Behaviors of a Cohesive Team is an assessment-based,

facilitated learning experience that helps individuals and

organizations reveal what it takes to build a truly cohesive and

effective team in the most approachable, competent, and

effective way possible. Powered by Everything DiSC®, the profiles

help participants understand their own DiSC® styles. Bringing

together everyone’s personalities and preferences to form a cohesive, productive team takes work, but the payoff

can be huge—for individuals, the team, and the organization. This is not a training in classic sense. This is a facilitated experience where the participants are lead to explore trust, conflict, commitment, accountability, and results in an open, non-threatening setting with a focus on long-term, enduring performance improvement.

Target Audience Existing teams that need to be revitalized

The Problem Your current team is complacent Your team is losing track of the end goal Your team allows for non-critical elements to influence

outcomes


Make better, faster decisions Taps into the skills and opinions of all members Avoid wasting taime and energy on politics, confusion,

and destructive conflict Avoid wasting time talking about the wrong issues and

revisitingthe same topics over and over again because of a lack of buy-in

Create a competitive advantage

Course Outline This course is a highly customizable workshop. Pre-work: Read The Five Behaviors of a Dysfunctional Team by Patrick

Lencioni and complete the Cohesive Team Profile.

Introduction Building Trust Mastering Conflict Achieving Commitment Embracing Accountability Focusing on Results Review and Action Plan


Training Professionals, Designers, Developers

The test of a good teacher is not how many questions he can ask

his pupils that they will answer readily, but how many questions he

inspires them to ask him which he nds it hard to answer.

Tra

inin

g P

rofe

ss

ion

als

, Desig

ners

, Deve

lop

ers

- Alice Wellington Rollins

P.o. box 12469, Arusha and Dar es salaam,www.globalcorporateperformance.com

(255) 655-973248/ 0764564374

| Training Professionals, Designers, Developers

Train-the-Trainer Workshop “Certified”

Class Length 3 Days Prerequisites None

Overview If you are now accountable for any kind of training in your organization this workshop is for you! Learn the essential skills to transfer knowledge to adult learners in a way that is educational, interesting and interactive!

Target Audience Employees that are new to training, a subject matter expert that needs to train others or a trainer who is looking for new, more effective approaches to learning and you want to become a Certified Trainer

The Problem Subject matter experts are responsible for training, but

don’t have the formal training skills to be successful Virtual training requires additional skills that current

trainers have not mastered You are new to training and don’t know where to start You’ve been told to improve your training skills

Course Outline It Starts With You: Communications skills and styles,

learning preferences Discipline of Design: Discipline of design, design model Audience and Evaluation: Principles of adult learning,

stages of learning, generational differences, international differences, evaluation, measurement, selecting appropriate delivery methods

The Design: Task analysis, develop goals and objectives,

active vs. passive learning, learning activities Documentation: Documentation Delivery: Presentation skills, transitions, questioning and

listening skills, participation and motivation, handling difficult situations, types of learners, room layouts, training techniques, day of training, audio visual aids, presentation slide tips, time management

Online Learning Environment: Synchronous vs asynchronous, platforms and tools, simulating virtual training, what is VILT?, methods for engaging participants virtually, instructor skill sets, social media

Practice and Feedback Our Solution To Learn to. . .

Identify the essential skills necessary to teaching adult learners

Design and develop training that “sticks” Create a learning environment that is conducive to

learning and fun Increase your confidence and credibility with skills and

technique Plan, develop, and create training for virtual delivery


(255) 655-973248/ 0764564374

Training Professionals, Designers, Developers |

Beyond T3: Enhance Your Training & Engage Your Audience

Class Length Variable Prerequisites Train-the-Trainer Workshop or its equivalent

Overview This workshop takes your training expertise to the next level. Learn how to add stories, case studies, and activities to enhance your training programs. Learn new, creative ways to engage the audience. Participants will practice their new skills on their feet, and will conduct a mini training session, followed by facilitated feedback. Videotape option is available.

Target Audience Experienced trainers who want to infuse more interactivity into

their training as well as learn to make dry content more

interesting, increase engagement and transfer more knowledge

Course Outline T3 Review Four Step Preparation Four Ways to Engage the Audience

Training Enhancements Activities Icebreakers Storytelling Four Sources for Stories Three Types of Stories Choosing Your Story Practice Personalized Feedback

The Problem You are responsible for teaching content that would be

considered to be either/both dry or boring You teach compliance and regulatory content and have to

lock the door behind the participants to keep them in the room for the training

You are stuck and do not have an idea of how to infuse

interactivity that is relevant and fun into your workshops? Your enrollments are low You have been asked to make your training more engaging

by adding storytelling and/or improvisation – and you do not know where to start


Take dry content and make it an interesting training

experience Use story and story elements to enliven your training

sessions and engage your audience Implement ways to engage your audience Create interactive exercises for more quiet audiences


(255) 655-973248/ 0764564374


Return on Expectations

Class Length Variable Prerequisites None

Overview The success of training initiatives is everyone’s responsibility. Too

often it is left to corporate trainers to shoulder alone. This course

describes a holistic process for insuring the maximum business

value of learning and the success of all training initiatives.

Target Audience All stakeholders concerned with the success of learning initiatives

The Problem The responsibility for ensuring successful learning

initiatives is viewed as being the sole province and responsibility of the training department

Lack of practical/realistic metrics to monitor the

implementation and success of training initiatives The limited value of narrow, isolated evaluation metrics


Apply a holistic approach to evaluate the business impact

of learning and training initiatives

Course Outline Outline Training Initiative/Program Identify and Align Stakeholders Identify Stakeholder Expectations Convert Stakeholder Expectations into Meaningful Metrics

Develop a Training Initiative Implementation Plan Conduct Post-Training Follow-up and Evaluation Determine ROE


(255) 655-973248/ 0764564374


How to Facilitate Virtual Training


Overview This workshop addresses the issues surrounding media use for training with an audience that is dispersed – sometimes globally. Questions regarding virtual participants’ attention to and understanding of the class are common. Design training that is engaging. Learn how to leverage the tools available for the most impact.

Outline Leveraging Common Virtual Training Environments

Characteristics Roles that Increase Effectiveness Maximizing Your Voice and Presence Using Questions to Engage Adult Learners Design to Accomplish Rather than Cover Practice Your Design in a Virtual Environment

Target Audience Those who are responsible for facilitating learning in a virtual training environment

The Problem Many virtual training events are ineffective due to poor design or poor execution. The attendees are there to check a box, but the attempt at changing their behavior in the desired direction falls short.

Our Solution To Learn to:

Design, plan, prepare, and execute training in a virtual

environment Identify how to use adult learning concepts in a virtual

environment Engaging the virtual learner by promoting learner

interaction and participation Prepare the agenda and roles for the virtual training

environment Differentiate and leverage the characteristics of an

eLearning attendee Use effective questioning and feedback techniques Avoid common problems


(255) 655-973248/ 0764564374


How to Design & Present Technical Training


Overview This workshop is for those who design and deliver technical

training. Essentials of adult learning and how to make training

“come to life” in a technical environment are covered.

Target Audience Those who are responsible for designing, developing, and facilitating technical training on the use of tools, processes, or systems

The Problem The design, development, facilitation, and testing for retention of technical training is often overlooked and assumed that a one time show-and-tell or a job aid will provide the right training for the learner.


Use a systematic approach to easily help people use new

technical tools, processes, and systems Provide effective demonstrations, while engaging the

audience Segment or “chunk” content that reinforces the steps to

complete a task Break down a task easily into its teachable parts Map learning objectives to the appropriate level of

learning Select the best method to train learners Practice making training interesting and engaging Identify how much practice is needed to build a new skill How to test for knowledge retention

Outline Understanding How Adults Learn Learning Styles Selection and Sequence of Technical Training Methods

Determine How Much Time is Required to Build a Skill Basic Questions to Promote Understanding Effective Demonstration and Practice – Follow Me


(255) 655-973248/ 0764564374


Training Excellence Boot Camp for Training Professionals

Class Length Varies depending on selected content Prerequisites None

Overview Design your own Boot Camp by working with a Global Corporate Performance Learning Professional. The Training Excellence Boot Camp is designed to focus on helping individuals or groups become more effective training professionals. Global Corporate Performance has multiple resources and

workshops designed for training professionals. Our training

consultants are some of the best in the business with a variety of

expertise. Rather than a single workshop approach, Global

Corporate Performance will assist you in creating a plan to

improve skills and knowledge in multiple areas of the training

business. Whether you are new to the training business or a

seasoned professional, this boot camp will be designed to start where you need to, and take you to higher levels of success!

Course Outline Some of the workshops and topics from Knowledge Source that may be reviewed to include in your learning path:

Presentation Smart© Writing Smart© : Business Writing Essentials People Skills and Professionalism Influencing Corporate Culture Managing Employee Performance Project Management Training Professionals, Designers, and Developers

*If digitally viewing, courses titles are linked to course outlines.

Target Audience Anyone responsible to determine and communicate Return on Investment (ROI) or Return on Expectations (ROE) from training or learning effort

The Problem You have been given new training responsibilities and

are not sure what skills and knowledge you need to be successful

You have been a facilitator, but now want to learn more

about designing and developing training Training in your organization is not providing the

desired ROI (Return on Investment) or ROE (Return on Expectations)

Going through all of the workshops that contain the topics you need is cost prohibitive

Learning needs are met through a variety of modalities and you’re not sure of the best approach for your organization

You took the Train-the-Trainer Certification workshop and are wondering, “What’s next?”


Create a customized series of learning opportunities to get you the knowledge and skills you need

Identify your goals and then match to your strengths and opportunities for improvement

Use the Knowledge Source Catalog as a starting point for discussion and the customize your learning plan

Work with a variety of learning methods from instructor

led workshops to eLearning, to 1:1 coaching, and

practice opportunities


(255) 655-973248/ 0764564374


Instructional Design Fundamentals

Class Length 3 - 5 Day(s) depending on expected outcomes

Prerequisites Intermediate MS Word and PowerPoint, Business Writing

Required Technology Laptop and color printer

Overview Instructional Design is the process, practice, science, and art

used to define needs, identify the most effective and efficient

ways to neutralize the need, prove that the need is negated. The products of instructional design vary depending upon the performance that is missing, the knowledge and skills the target audience has related to the need, the available budget, and the delivery mechanisms that are available. Sound Instructional Design principles support any type of content, cognitive level, or media. This fundamental workshop provides you with a proven step-by-step design process. It gives you simple, yet powerful, techniques for making your courses engaging, interesting, and memorable.

Course Outline This course can be instructor-led or 100% virtual.

Instructional Design Basics — ADDIE, SAM, AGILE and

Other Design Models Learning Foundations Learning Principles Analyzing the Need Setting the Metrics Designing for Outcomes Developing for Ease of Use Implementing to Get Results Evaluating to Determine Results

Target Audience Anyone who meets the prerequisites and has responsibility for getting someone to do something different or better

The Problem You need to determine the learning needs for your

organization You need to change staff behaviors to support a specific

business need You need to prove to leadership that the business need

gap is gone


Apply Instructional Design principles Conduct assessments that define performance needs that

align with organizational expectations Develop an evaluation strategy Develop an implementation strategy Write terminal and enabling objectives using best

practices in design Select learning methods and media to support the

learning objectives Create participant guides, facilitator guides, and

performance support materials


(255) 655-973248/ 0764564374


Instructional Design — Digging Deeper

Class Length 3 - 5 Day(s) depending on expected outcomes

Prerequisites Intermediate MS Word and PowerPoint, Business Writing

Required Technology Laptop and color printer

Overview Drive learning projects to more successful results by focusing on elements that go beyond just design. Through case studies and hands-on activities, participants will do a deeper dive into the key pieces of building successful training and leave this workshop prepared to ensure that training goals are achieved.

Course Outline Review of Instructional Design Estimating Costs Managing Learning Projects Linking Learning to Specific Outcomes

Strategizing for Implementation Evaluating to Determine Results

Target Audience Anyone who meets the prerequisites and has responsibility for leading a training effort

The Problem Learning needs are not being met through current training

methods Measurements for success are not clearly identified prior

to development of training It is difficult to prove ROI on training provided


Implement Instructional Design principles Lead assessments that define performance need that align

with organizational expectations Implement an evaluation strategy Execute an implementation strategy

Report results and gain buy-in


(255) 655-973248/ 0764564374


Story-Based eLearning Design

Class Length 2 Days Prerequisites Exposure to eLearning Development

Overview Story-Based eLearning is an engaging, high-interaction, and high-

discovery method of learning where the content is embedded in

real-life events like stories, scenarios, failure in compliance,

troubleshooting, success stories, super heroes, diagnostics, cases,

memes, and others that puts the learner on the spot by confronting real-life episodes. They have been proven to

help learners learn in areas where the subjects involve risks,

emotional experience, behavioral changes, decision making

and judgment, in-depth technical skills, and social learning. Unfortunately, many of the approaches in Story-Based Learning are merely extensions of the linear storytelling learning design that narrates stories but are unable to get learners into an interactive mode. Effective Story-Based Learning design requires a fundamental shift in assumptions — a discovery method that helps learners to think through real-life events and situations and interact to achieve better learning.

Target Audience Training and eLearning staff, subject matter experts (SMEs), team members, and leaders; instructional designers, who must convert content or create highly engaging eLearning

The Problem Long, boring, tedious eLearning programs Costly development Learners not retaining lessons Very long programs


Assist process improvement consultants, subject matter experts (SMEs), instructional designers, trainers, writers, presenters, systems developers, social learning facilitators, and content designers assimilate the mindset and skills to implement Story-Based Learning projects

Develop and adapt Story-Based Learning processes, methods, templates, and demos to suit multiple content requirements and standardization

Provide participants a library of Story-Based Learning

models, examples, and demos for ongoing

references after the workshop

Course Outline Understand the heart of a truly engaging Story-Based

Learning design Differentiate the key differences between traditional

instructional design and Story-Based Learning design. Learning Principles

Adapt the Story-Based Learning design for subject matter

experts (SMEs), instructional designers, writers, trainers,

presenters, systems developers, and content designers.

Setting the Metrics Identify where Story-Based Learning works the best in job-

related learning demands Create Story-Based Learning for a high-discovery process Learn to embed all types of content into stories and

scenarios Understand the ten models of Story-Based Learning Build powerful, engaging, and provocative stories and

scenarios Create Story-Based Learning that produces impacts on job

performance Pick the characters and events that match your content

and context Create characters to deliver the learning points Construct step-by-step Story-Based Learning architecture

with nodes, events, conflicts, and challenges Create Story-Based Learning that allows multicultural,

multilingual and multi-geographical context and applications

Construct mini-Story-Based Learning snippets, nuggets, or vignettes

Integrate Story-Based Design with micro-learning, games, case methods, troubleshooting, diagnostics, and other event driven approach to learning design

Determine the different types of stories to match your Story-Based Learning

Understand what software supports Story-Based Learning development

Discover Learning platforms that support Story-Based

Learning Track learning progress in Story-Based Learning Develop standards and templates for reusable Story-Based

Learning applications Manage cost and create a budget and plan, a

documentation that becomes your storyboard and worksheet that serves as a guide for the interactive and software developers


(255) 655-973248/ 0764564374


Design & Present On the Job Training (OJT)

Class Length 4 Days or Custom Prerequisites Word Processing, Desire to Change Behaviors

Pre-Work Everything DiSC® Workplace Profile

Overview This workshop provides the foundational knowledge and techniques needed to design and develop effective OJT instruction, as well as, to provide one-on-one training on Standard Operating Procedures (SOP) or Standards. In most organizations, the SOP and Standards drive OJT, as they are normally very job and outcome specific, and require some level of hand holding.

Target Audience Employees responsible for designing, creating, and delivering

training on Standard Operating Procedures and Standards

The Problem Training on important SOPs and Standards are lacking in

your organization Product or service quality is negatively affected by failure

to follow SOPs and meet Standards OJT has been less than successful as letters, memos, and

emails are not effective and do not produce desired results


Determine the key concepts of adult learning, learning styles, developmental stages, and active and passive learning affect on the job training

Create an action plan for implementation Leverage instructional design to target training on specific

SOPs and Standards Smash your writer’s block Formulate valid and reliable assessment questions that

measure outcomes Understand the rules of email to create better, shorter,

and more effective emails Develop performance checklists that mirror the key tasks Say “no” in your writing without risking business

relationships Identify communication and behavioral styles and

determine how they impact learning

Course Outline Day 1:

-- General Overview: Importance of OJT and SOPs,

characteristics of effective OJT -- Understanding Adult Learning: Principles of Adult

Learning, learning styles, development stages,

active and passive learning -- Using an Instructional Design Model: Overview,

analysis of needs, audience, context, delivery Day 2:

-- Organize: Understand the SOPs, develop performance

targets, determine presentation strategies, sequence instruction, develop activities, align performance checklists

Day 3: -- Measure Results: Knowledge checks, types of

assessments -- Documents: Prepare needed materials -- Delivery: Understand behavioral styles: DiSC®, leverage

styles during OJT -- Evaluate: Determine effectiveness

Day 4: -- Delivery Techniques: Preparation for training, time

management, body language, vocal skills, questioning skills, listening skills

-- Participant Focus: Engage and motivate -- Begin/End: Candidate selection, invitation, wrap-up -- OJT Deliver: Practice delivery of training designed

within the course with an opportunity to receive real-time feedback

-- Wrap Up


(255) 655-973248/ 0764564374


Scenario-Based eLearning Design

Class Length 2 Days Prerequisites Exposure to eLearning Development

Overview Scenario-Based eLearning (SBL) is an immersive, high-interaction,

and high-discovery method of learning that puts the learner on the spot. SBL provides participants with realistic situations through the use of multimedia and has been proven successful in increasing skills in the areas of scientific and engineering topics, emotional experience, behavioral changes, decision making and judgment, in-depth technical skills, and social learning. Many approaches in SBL development tend to overkill SBL design – increasing costs and development time. In this session, you will learn the steps of constructing an SBL successfully, while keeping a lid on budget and time.

This program focuses on effective and cost efficient design and development, practical and useful, not theories or software use

Target Audience Subject matter experts (SMEs) who are responsible for implementing scenario eLearning, instructional designers who must convert content or create highly engaging eLearning, designers and developers who need to add high interaction and engagement in their eLearning courses, managers, and leaders who must lead and manage design and development of scenario-based eLearning courses

The Problem Shallow interactions with advance and in-depth content There is little learner engagement Costly development Learners not retaining lessons


Assist leaders in identifying opportunities where investment in learning and training is matched with an immersive design using scenarios

Assist process improvement consultants, subject matter experts (SMEs), instructional designers, trainers, writers, presenters, systems developers, social learning facilitators, and content designers assimilate the mindset and skills to implement Scenario-Based Learning projects

Provide participants a library of Scenario-Based Learning

models, examples, and demos for ongoing references

after the workshop

Course Outline Understand the heart of a truly engaging SBL Identify where SBLs work the best in job-related learning

demands Create SBLs highly discovery process Understand models of SBLs Build powerful, engaging, and provocative scenarios and

simulation Create SBLs that immediately impact on-the-job

performance Pick the situations and scenarios that match your content

and context Create what-if situations to deliver the learning points Construct step-by-step SBL architecture with nodes,

events, conflicts, challenges Construct mini-SBLs, snippets, nuggets, or vignettes Determine what different types of stories to match your

SBLs Understand what software supports SBL development Extend SBLs from simulated events to real-life applications

in scientific, mathematical, engineering, compliance, software situations

Manage costs, create a budget and plan, create documentation that becomes your storyboard and worksheet to serve as a guide for the interactive and software developers

Make SBLs powerfully engaging, without increasing costs; making SBLs affordable

Select the right software for implementation


(255) 655-973248/ 0764564374


Discovering the Power of PowerPoint

Class Length 1 Day Classroom / 3 90-minute Webinars

Prerequisites Understanding of Microsoft PowerPoint basics

Pre-work Submit PowerPoint Sample This workshop will focus on features in PowerPoint 2010 and 2013.

Overview PowerPoint is a valuable tool designed to clarify and complement presentations. Learn key elements to ensure that your content is enhanced with dynamic, powerful and effective visuals.

Target Audience Training professionals, subject matter experts, and training support who want to enhance their PowerPoint knowledge to create visuals

Course Outline Good Design Elements Starting with Storyboards: Matching the visuals to the

content of your presentation Formatting: Beyond the basics, text, objects, pictures Charts and Graphs: Creating, linking, formatting Using Animation and Transitions: Slides, text, and

graphics Master Templates: Creating and using Slide Shows: Timing, effects, interaction Customizing the Ribbon Technology Tips and Tricks

The Problem Ineffective slides that do not match or enhance the presentation, too many slides, poor use of animation and transitions, lack of interest and focus with slides


Recognize the essentials of good PowerPoint design Produce compelling, engaging, and dynamic visuals that

enhance your presentation Improve visuals with animation and transitions Save time with Master Templates Identify the best practices for professional interaction

between the presenter, the screen, the computer, and the projector

Create charts and graphs that provide impact


(255) 655-973248/ 0764564374


DiSC® Certification Class Length Blended: Pre-workshop Assignment, 2 Day workshop, Post-workshop Practicum with Support Prerequisites None

Overview Many of our clients find that certification helps them move the DiSC® experience from an event, that is quickly forgotten, to a language with actions that permeate their organization’s culture and is leveraged by teams, managers, leadership, sales, and customer service to improve communication and build strong relationships.

Global Corporate PerformanceGlobal®, an award winning Everything DiSC® Authorized Partner, provides a comprehensive DiSC® Certification using a combination of learning strategies that includes pre-work, a two-day facilitated workshop, and ongoing reinforcement and support

Note: This Certification is valid within the United States and within your sponsoring organization outside of the United States. It is not valid in any other country or outside of your sponsoring organization in any other country.

Pre-Work Assignment In order to maximize our time together during the workshop,

the following pre-work activities must be completed:

Complete an online DiSC® Classic 2.0 (access sent to upon

enrollment) Read The Great Connection by Arnie Warren (purchase on

your own from Amazon) Complete a Role Behavior Analysis® on the facilitator role

(access sent to you upon enrollment)


Administer the DiSC® Classic Profile Debrief a DiSC® Classic 2.0 Profile Facilitate a variety of DiSC® exercises Pass a test on DiSC® basics Review role-based behavior using the Role Behavior

Analysis® Review the variety of tools available to apply the DiSC® Explain the DiSC® Circumflex model Plan your personal application of the DiSC® model

Course Outline Day 1 – Learning the DiSC® Model

-- DiSC® history and key validation facts --

The principles behind the DiSC® system

-- Details about each of the four DiSC® factors -- How to explain the DiSC® profile in simple terms

-- DiSC Graph Interpretations: What to look for

-- How to use the DiSC® profile report as an effective

workbook -- How to incorporate DiSC learning activities into your

Instructional Design

Day 2 – Implementing DiSC®

-- Handling the most commonly asked questions (e.g. “Is

DiSC® a personality test?”) -- What DiSC profiling pre-work is realistic and yields

maximum results -- Interpreting an online generated profile -- Integrated self-testing helps reinforce course content -- How to use DiSC for team-building, leadership

development, and coaching -- How to keep DiSC® application alive in your

organization


Global Corporate Performance. Global Corporate Performance Dar es salaam Branch, Kijitonyama.

Arusha Brand, Kaloleni. Local Phone (ARUSHA): (255) 655-973248

Fax: (255) 222 55644 Email: [email protected], [email protected] Website: www.globalcorporateperformance.com

mailto:[email protected]

http://www.globalcorporateperformance.com/


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(255) 655-973248/ 0764564374