Search Video Library for: Leadership, Management
Managing Essentials™ Hygiene Problems
Being a manager or supervisor isn't easy! What do you do about an employee with body odor, bad breath, or who appears unclean? What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Managing Essentials™ Harmful Gossip
You have a problem with an employee who gossips and spreads rumors which have been detrimental to some working relationships. What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Managing Essentials™ Low Raise, Really?
You have an employee complains to you that their raise was less than expected. What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Managing Essentials™ Needs Motivation
You have an employee who seems disinterested, apathetic, or just isn’t putting forth the effort. What do you do? This type of behavior could impact the entire team. This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Managing Essentials™ Poor Attitude
You’ve got an employee with an attitude problem. In most cases you can’t change a person’s attitude but you can encourage a change in behavior. How do you do that? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Managing Essentials™ Resists Change
A change has been made in your area and, unfortunately, an employee is not accepting the change. What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
Managing Essentials™ Substance Abuse
You believe an employee is abusing alcohol or drugs. What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.
It's the Law™: The Legal Side of Management
In the effort to prevent employee lawsuits, are your managers assets or liabilities? By providing them the knowledge and tools to handle workplace issues effectively, this program turns managers into a frontline defense against costly litigation.
The Goal™ (Dramatic Version)
If you are charged with rallying employees behind the concepts of quality and continuous improvement, The Goal: Dramatic Version will help managers achieve or surpass their goal. An engaging drama, this training program not only demystifies corporate buzzwords, like standards and bench marking, but also shows how your company can be run with efficiency and humanity.
The Goal™ (How-To Version)
Like the best-selling book upon which it is based, The Goal shares the inspiring story of Alex Rogo, who uses the principles of the Theory of Constraints (TOC) like bottlenecks, throughput, and flow balancing to transform his mediocre division into a money-making machine. Alex and his team reject common 'nonsense' measurements and discover a commonsense, yet more effective approach to boosting the company's bottom line.
After the Hire - Program Summary
Employees want to achieve the greatest possible results during their careers. If an employee can find the opportunity to grow either in responsibility or in place within our organization, they will likely stay put.
Challenging & Giving Opportunities
No different than us, employees want to achieve the greatest possible results during their careers. If an employee can find the opportunity to grow either in responsibility or in place within our organization, they will likely stay put.
Equal Employment
Understanding the concept of "Equal Employment"; introduces the obligation to treat everyone fairly.
Making Time for Your Employees
Every organization wants to keep its good employees. And employees who are productive, satisfied and valued in their jobs will generally stay put! How do you know if your employee is achieving those personal objectives? Again, take time. Time for getting his or her feedback.
Probe for Causes (Interviewing Tip)
Another follow-up strategy involves Clarifying Actions And Outcomes. Sometimes a candidate's answer will refer to what "we" did or what the "team" accomplished. With these types of responses probe for the specific actions taken by the candidate. You'll also hear answers with outcomes that were caused by the economy, a new product, or a financial commitment. You can then ask a follow-up probe to identify the specific causes of the outcomes.
Reward & Recognition
Most of the time, employees find rewards and recognition more motivating than money. As a matter of fact, it has been found that an employee is more likely to leave an organization because he or she did not receive adequate recognition.
Setting Expectations & Measurement
To be satisfied with their jobs, employees want and need to have a clear idea of what is expected from them. Performance expectations can be an employee’s role in the organization, a specific result to be achieved or goals to accomplish.
What Could Have I Done Differently?
It's usually not just one thing... employees leave for all sorts of reason. But there are opportunities to retain the best employees... even in a competitive market.
After the Hire - Program Introduction
Retaining valued employees is one of the major challenges facing organizations today and in the future. With a tight labor market and our competitive environment, retaining our good employees is one of the most important efforts we can make as managers. Not only must we find and hire great employees, we have to work hard to keep them.
Case Study: AWOL Paul (a manager)
When privacy and productivity clash.