Search Video Library (187 Assets Found)

Communication - Outline Intent

How to best prepare to communicate effectively with others.

Redirect

Redirecting focus when mistakes are made is a key strategy to building positive relationships.

Discussion Card: Nonverbal Communication

Did you know that 55% of communication with others happens without words? That means your body language is key in your daily conversations. These easy-to-use cards provide a simple model (W.A.T.C.H.) along with thought-provoking questions to help learners understand the importance of nonverbal communication - helping leaders, managers and supervisors address individual or team issues. These cards are great for a quick training reminder, reinforcement or as a conversation generator.

AWOL Paul

When privacy and productivity clash

Dysfunctional Teams

Dealing with team conflict

Good Enough

Not meeting expectations on the job

Grief

When an employee is terminally ill or suddenly passes away - the impact sends shock waves across the organization.

I Deserve It

Not performing up to expectations

The Blogger

Dealing with a coworker who discloses company information through a personal blog

I'm Not Signing That

When an employee refuses to sign a performance evaluation, you might be tempted to just say - okay, fine. I'll just make a note that you refused to sign, and you do what you need to do. But the truth is, when an employee won't sign it generally means there's a lot more going on that really needs to be out on the table so you can deal with it. And the best way to make that happen is to take the time to T.A.L.K.™ about it.

Peer Today, Boss Tomorrow™: Action Steps for Success

SOLLAH EXCLUSIVE!

JUST RELEASED! Making the leap from peer to boss is never easy. In addition to dramatic change, new managers frequently struggle to balance their old coworker relationships with their new management responsibilities. Designed to help participants make a successful transition from “coworker” to “manager” or “supervisor,” Peer Today, Boss Tomorrow presents four proven strategies that will help new supervisors navigate changing relationships and prepare for the most difficult situations they’re likely to encounter as they assume their new role.

The Sid Story™

Digitally Remastered! As a manager, are you concentrating on the negative aspects of your employees performances? After watching this video, you’ll discover that even difficult employees perform better with frequent positive feedback and occasional constructive criticism. Skeptical workers with “who cares" attitudes can be motivated!

Discussion Card: Starting Conversations

When it comes to having a tough conversation, just starting is often the most difficult part. These easy-to-use cards provide a simple model (S.P.E.A.K.) along with thought-provoking questions to create a respectful flow of communication. These cards are great for a quick training reminder, reinforcement or as a conversation generator for all employees and managers.

I Wish My Manager Would Just...™

Completely updated in 2021! The powerful program features employees speaking out about what their managers could do to help them be successful. It provides a fantastic look into what employees are really thinking about when it comes to their manager/supervisor relationship.

Leadership Perspectives

A quick and easy retrospective on what leadership might mean to you - and how you can apply it in your daily work-life situations. Several leadership quotes and a Q&A is included.

Your Path to Success™ Engaging Others

Engaged employees are not just those who are excited to come to work every day. Engaged employees are deeply involved in, enthusiastic about and committed to their work. They understand their role and how it can impact the future of the organization. Engagement is an employees’ willingness and ability to contribute to the company’s success.

Your Path to Success™ Leading Others

As a leader, your success is contingent upon the success of those you lead. Leadership is all about: building relationships, communicating clear goals, providing coaching and feedback, setting clear expectations, and… recognizing & celebrating achievements. Leadership is a journey.

Whale Done!™ in Action

Whale Done!™ in Action teaches how the Whale Done!™ Approach is applied to real-life business situations.

Fearless Facilitation!: How to Lead Effective Training

This program builds the confidence, poise, knowledge and skills demonstrated by facilitators who are exceptionally competent. Participants will learn how to generate quality discussions, make smooth transitions between activities and manage disruptive behaviors. Organizations will benefit by having facilitators who increase the value of their training sessions, thus building the skills of associates.

Article: Selling Your Ideas

All we have to do is look into a mirror. I know. It isn’t pleasant to consider that we could be responsible for our lack of success, but there it is. If we have not convinced someone, the onus is still on us to do so. It is not the decision maker’s job to convince him or herself of the idea’s merit.

Direct or Indirect: What's Your Route?

How communication styles differ within cultures and impact decision making and working relationships.

Fearless Facilitation! How to Lead Effective Meetings™

Just say "NO" to boring and unproductive meetings. Turn your meeting leaders into Fearless Facilitators! They’ll learn how to bring a laser-like focus to every agenda, handle disruptions with ease and condense a week’s worth of meetings into a single session. Fearless Facilitators expertly foster participation and make any group session more productive.

Once and For All: Resolving Performance Challenges

A straightforward, yet entertaining approach to delivering the message that dealing with employee performance challenges is rarely easy or quick. But not taking effective actions can be damaging and more time-consuming—not to mention the lost product

The Courage to Coach (for Retail)

Effective coaching is the single most important factor in employee development today. The Courage to Coach for Retail turns common sense into common practice with a four-step process that can be applied to any employee performance situation.

A Last Chance Option/Termination

You’ve clearly communicated expectations, delivered at least a couple of verbal warnings, and even a written warning. If the employee has not yet improved, the next action to take is a last chance option. This could be many things; including another written warning or suspension or time off with pay.

A Real Team Player. Not!

When someone on the team is a hold out, their LACK of involvement stands out like a bad actor in a good movie. Everybody sees it. It affects the whole team's attitude. That isn’t good.

Build Trust

Building positive relationships by building trust.

Change Is Not in My Vocabulary (Healthcare)

Every once in a while, you'll run into someone who thinks change is a four-letter word. They get so wrapped up in their own way of doing things that they can't - or won't - see that there might be a better way.

Change Is Not in My Vocabulary...

Every once in a while, you'll run into someone who thinks change is a four-letter word. They get so wrapped up in their own way of doing things that they can't - or won't - see that there might be a better way.

Clarify Actions and Outcomes (Interviewing Tips)

Explanation of the probing strategy of clarifying actions and outcomes.

Coaching Is Being Specific

Coaching an employee with the right answers but the wrong attitude - especially when it comes to internal customers.

Coaching Moment 2 (Sales Coaching)

Helping a sales rep deal with objections to close the sale. Pricing objections, price justifications and connecting customers needs to your solutions are all covered in this realistic scenario.

Consensus Building

Rarely does an entire team agree on everything - especially during a time of stress. The video demonstrates the power of consensus building and making decisions that net the largest benefit to the team and organization.

Create a Probe from a Job Task (Interviewing Tip)

Example of interview question and candidate response to prompt probing question.

Dealing With a Difference of Opinion

Differences of opinion, if not managed effectively, sometimes cause participants to behave in less than desirable ways. Whatever the causes of disruptive behaviors, they need to be managed or your meeting will spin out of control.

Dealing with Sensitive Comments

Responding to disparaging remarks during a training session

Documenting the Discussion/Actions

When dealing with a performance challenge from this point forward creating written notes regarding your conversations becomes critical.

Equal Employment

Understanding the concept of "Equal Employment"; introduces the obligation to treat everyone fairly.

Evaluating Performance Challenges

When evaluating performance challenges, don’t assume anything! Do your homework and get the all the facts you can. Have personal knowledge of the performance issue. Don’t rely on allegations, rumors or information provided to you.

FMLA - Key Actions to Stay in Compliance

Key actions discussed: Call your HR department whenever employees are out for 4 days or more, or whenever a potential FMLA issue arises. Make absolutely sure that your employees understand their rights and responsibilities under the law, by making sure they are in contact with HR. Always be fair and compassionate.

FMLA - Reduced Schedules & Leaves

One of the biggest issues that managers struggle with is the requirement to give reduced schedules or intermittent leave, especially in the case of chronic conditions, and how that may relate to the Americans with Disabilities Act or ADA. A serious health condition or disability may require an employee to work a reduced schedule.

FMLA - Returning to Work

As tempting as it may be, when an employee is on an FMLA leave, you can't demand that he or she come back to work; even if you offer to make a reasonable accommodation, like a flexible schedule or assignment to light duty work.

FMLA - What Qualifies for FMLA Leave?

You should not be the one to make a final determination on whether or not something is a "serious health condition." That should always be left to your HR department. However, you do need to have at least a working knowledge of what qualifies as a "serious health condition" and all the other reasons an employee's time off can be designated as an FMLA leave.

Follow a Verbal or Non-Verbal Lead (Interviewing Tips)

Explanation of the probing strategy of following a verbal or non-verbal lead.

Insight: Build on Strengths (Not Fixing Weaknesses)

The notion that to become a great leader one must build strengths rather than fix weaknesses.

Marcus' Dilemma

Adapting to a restructure change within the workplace.

Not About Bad to Good, But Good to Great!

The notion that to become a great leader one must focus not on going from bad to good,but from good to great.

Peer Today, Boss Tomorrow™: Accept Your New Role

This video scenario presents a realistic scenario for getting to the basics of new leaders - supervisors/managers. It shows a misunderstanding between a new supervisor and a subordinate employee - and how to effectively address issues that pop up in an effective and respectful way.

Peer Today, Boss Tomorrow™: Communicate

This video provides an example on how to properly and appropriately communicate sensitive information (like layoffs or organizational changes) that impact a work team.

Peer Today, Boss Tomorrow™: Set Clear Boundaries

This video provides a powerful example of how new managers/supervisors can learn to effectively dismiss rumors and communicating a no favoritism policy - easing fears and issues across your team or group. Learning to set clear boundaries for staff and employees is key to a new leader's transition.

Peer Today, Boss Tomorrow™: Take Action

This video provides a powerful example of how new managers/supervisors can earn credibility by admitting past mistakes and reviews four strategies to effectively make the transition from peer to boss.

Performance Doesn’t Improve (Verbal Warning)

When an employee doesn’t do what he or she said she could or would do, move to the first formal step of progressive discipline, a verbal warning. The verbal warning is a discussion where you let the employee know what specific behavior is unacceptable and that it has to stop.

Plan Regular Discussions

When an employee has responded well to your corrective discussion, it doesn’t end there. Take time to hold regular performance discussions with all employees all the time. Conversations like these will save you time, improve productivity and increase employee morale.

Prepare for Communicating Effectively

How to best prepare to communicate effectively. Follow a process for getting ready to communicate with others.

Probe Based on Non-Verbal Cues (Interviewing Tip)

Example of interview question and candidate response to prompt probing question.

Probe for a Current Work Example #1 (Interviewing Tip)

Explanation of the probing strategy of probing for a current work example

Probe for a Current Work Example #2 (Interviewing Tip)

Example of interview question and candidate response to prompt probing question

Probe for a Current Work Example #3 (Interviewing Tip)

Example of interview question and candidate response to prompt probing question.

Probe for a Negative Example (Interviewing Tip)

Example of interview question and candidate response to prompt probing question.

Probe for a Positive Example (Interviewing Tip)

Example of interview question and candidate response to prompt probing question.

Probe for Actions Taken (Interviewing Tip)

Example of interview question and candidate response to prompt probing question

Probe for Causes (Interviewing Tip)

Example of interview question and candidate response to prompt probing question.

Probe Into Verbal Cues (Interviewing Tip)

Example of interview question and candidate response to prompt probing question.

Progressive Intervention

Managing pervasive disruptions

Real Examples - Performance Challenges

Of all the things we do, dealing with and resolving our employee performance challenges are among our most difficult responsibilities.

Recruiting and Hiring

Introduces managers' responsibilities related to recruiting and hiring practices.

Redirection and the Five Steps Explained

Explains how to refocus attention and energy on desirable behavior.

Redirection With a Coworker

How using positive redirection with a coworker improves relationships and performance.

Redirection With a Team Member

How using positive redirection with a team member improves relationships and productivity.

Redirection With an Employee

How a supervisor uses positive redirection to correct a mistake and meet customer needs.

Repeat the Question (Interviewing Tips)

Example of interview question and candidate response to prompt probing question

Return to the Target of the Question (Interviewing Tips)

Explanation of the probing strategy of returning to the target of the question

Seek Contrary Evidence (Interviewing Tip)

Explanation of the probing strategy of seeking contrary evidence.

Shamu Special

Review of the power of positive relationships.

So, How Am I Doing?

The importance of being proactive and clarifying information when giving and receiving feedback.

Team Troubles? (The 'Fight' Approach to Conflict)

Some people use an aggressive approach when upset - we call this the 'fight' approach. This vignette helps you anticipate this and help you think about how you can use T.I.M.E. principles when your own emotions are triggered.

The "Whatever" Coworker

Dealing with an under-performing employee who appears to not care.

The “Whatever” Co-Worker…

Getting people to care about things they think are "no big deal" can be a dance. But when everybody gets on the same page - understands how important their own contribution is – it can be amazing what happens. More work gets done right the first time, and everybody feels good about making the effort.

The “Whatever” Co-Worker… (Healthcare)

Getting people to care about things they think are "no big deal" can be a dance. But when everybody gets on the same page - understands how important their own contribution is – it can be amazing what happens. More work gets done right the first time, and everybody feels good about making the effort.

Unclear Expectations - Using Progressive Discipline

Progressive discipline is really a matter of following a series of planned actions when dealing with employee performance issues or infractions of company policy. The actions intensify in seriousness if the employee continues to fail to meet job expectations and standards.

Using a Corrective Discussion

Typically, it's best to assume that an employee is not purposefully performing less than expected. He/she may simply need clarification of what’s expected, some additional guidance, or to understand the importance of following policy and meeting expectations. Generally, most performance challenges can be resolved during this second action, the corrective discussion.

Using a Corrective Discussion (Aggressive Employee)

Dealing with angry and defensive behavior that is directed toward you is difficult, to say the least. The best strategy is to sit back and listen. Let the other person get it all out. As tough as it is, don’t respond in kind.

Wake Up & Say Something Positive!

Nothing can match the power of positive relationships to deliver results for ourselves and our organizations. To foster those relationships, we all need to wake up and say something positive... especially when things are going right. That's why using skills like redirection and giving people whale done responses are so important.

Whale Done! Response and the Four Steps Defined

Introduces the importance of 'catching' people doing things right as a way of building positive relationships and motivating employees.

Whale Done! To a Manager

How using specific language to describe a job well done encourages management performance.

Whale Done! To a Work Team

Explains the positive impact a Whale Done! approach has on a work team.

Whale Done! To an Individual

Using the Whale Done! approach to encourage an employee to take initiative with a new process.

Coaching Is...™

Coaching is rewarding… but it takes work. Coaches help develop skills and abilities of others, but being a great coach takes courage. This thought-provoking, powerful short video uses impactful imagery, video and music to inform and encourage discussion on the power of coaching others.

Discussion Card: Collaboration

These easy-to-use cards provide a simple model (T.E.A.M. U.P.) along with thought-provoking questions on the power of collaboration and effective teamwork in the workplace. These cards are great for a quick training reminder or conversation starter.

Discussion Card: Difficult Conversations

Having a crucial discussion with coworkers and/or employees could mean the difference between resolving an issue or disrupting a relationship. These easy-to-use cards provide a simple model (S.O.R.T. O.U.T.) along with thought-provoking questions on better understanding & addressing conflict. Great for a quick training reminder, reinforcement or as a conversation generator.

Discussion Card: Leadership

Are you leveraging the true power of leadership within you team? With your employees? Being a good leader isn't rocket science, but it takes skill... and patience... and practice. These easy-to-use cards provide a simple model (L.E.A.D.E.R.) along with thought-provoking questions on better understanding what it takes to truly lead. These cards are great for a quick training reminder, reinforcement or as a conversation generator.

Once and For All: Program Introduction

The longer we allow employee performance issues to continue, the more we put productivity and the effectiveness of our department, team or organization at risk.

Whale Done! - Program Introduction with Ken Blanchard

Ken Blanchard introduces the Whale Done! approach to building trust and positive relationships.

Conflict 101™ - The Bottom Line

There’s no doubt that dealing with conflict is challenging but may not always be easy. But, it’s important to learn how-to-deal with “conflict” in a healthy and positive way.

It's the Law™ - Program Conclusion

Summarizes the basic guidelines managers can use to avoid costly lawsuits and keep their organizations out of court.

Once and For All: Program Summary

Once you’ve reached the last chance option with an employee, expectations and consequences have been clearly communicated. Now it’s time to draw a conclusion. Does the employee have the right skills and/or motivation?

Whale Done! - Program Summary (Building Relationships)

Review of Whale Done! approach; building relationships to get positive results.

Burn Out (Manager)

Know someone who just seems to be simply going through the motions to get the job done? Concerned because this employee has always been a strong performer with a great positive attitude? Then this case study is for you!

Cyber Bully

Bullying through social media is discussed in this case study.

I Beg Your Pardon

Unprofessional hygiene practices