Richard Grimes, MPA, C.P.T.

Course Outline

This online course provides practical and easy-to-follow guidance for new leaders who want to develop effective leadership skills without the pain of a trial-and-error approach. It is also effective for seasoned leaders to use as a guideline in mentoring newer ones. Systematic guidance helps users develop "soft skills" measurements for activities such as teamwork, quality service, oral and written communications. There is also a structured methodology to determine why an employee is not performing to expectations as well as a powerful "how to" guideline on effective coaching for use anywhere in 30 seconds or less.

The objective of this course is to help participants develop effective leadership skills that will increase their value to their employer and their career satisfaction.

This course includes a multiple choice quiz at the end, which is designed to enhance the understanding of the course materials.

Learning Objective

If you are a supervisor or manager taking this course, you will learn how to:

• Discover what motivates your employees individually.
• Apply those motivational discoveries to get increased morale and productivity.
• Improve your interaction with employees who are your minimal performers.
• Identify reasons why those employees are minimal performers and develop strategies to remedy them.
• Channel employee motivation into improved departmental morale and performance.
• Develop measurements for objective and subjective behaviors for effective performance management.
• Work with employees to identify measurable work performance goals for them.
• Create a Goal Setting Worksheet (GSW) for use with employees to make the annual performance assessment less stressful on you and them.
• Plan and conduct an effective goal-setting meeting with employees.
• Learn the five simple questions necessary for an effective goal-setting meeting.
• Identify potential training needs for your employees.
• Determine whether management created obstacles prevent an employee's performance to standards or the employee simply does not want to perform.
• Coach effectively to change undesirable behavior in your employees.
• Coach effectively to continue desired behavior in your employees.
• Achieve greater work results through improved departmental morale and productivity.
• Be of greater assistance to your manager because of your improved leadership skills.
• Assist your manager in developing more effective productivity monitoring systems for your department.
• Help your manager plan the future of your department.
• Increase your value to the organization by increasing your basic leadership skills.
• Apply these techniques in situations outside the workplace.
• Identify the rank order of the top 10 most important job conditions in the eyes of hourly American employees.
• Identify the work group most knowledgeable about what happens at the production level in any organization.
• Understand why employees may allow problems to occur in a production setting.
• Increase the probability employees will speak up about potential problems before they occur.
  
  

Course Content

Table of Content

Course Deliverables
MOTIVATING EMPLOYEES
What is "Motivation"?
The Components of Motivation
WHAT WOULD MOTIVATE YOUR EMPLOYEES?
YOUR EMPLOYEE'S VIEW OF HIMSELF / HERSELF
RATE THESE FROM THE HOURLY EMPLOYEE'S VIEWPOINT
The "Ignorance Iceberg"
SETTING EFFECTIVE PERFORMANCE GOALS
The Value of Setting MEASURABLE Goals
Traits of WORK PRESSURE
Traits of WORK STRESS
The Elements of Effective Goals
Goals and Tasks
Establishing Effective Performance Goals
Those "Hard-to-Measure" Performance Topics
Employees Rating Each Other: Good or Bad Idea?
Designing a "Soft Skills" Performance Evaluation
Developing an Action Plan
CONDUCTING THE GOAL-SETTING MEETING
PREPARATION
ANNUAL PERFORMANCE ASSESSMENT
PERFORMANCE ASSESSMENTS - WHY?
Performance or Activity?
Elements of an Effective Performance Assessment Process

1. YOUR JOB DESCRIPTION
2. WRITTEN PERFORMANCE STANDARDS
3.CONDUCTING A GOAL SETTING MEETING

DOCUMENTATION THAT SATISFIES THE "ORP"-Person
CONDUCT A PERFORMANCE ASSESSMENT MEETING
EFFECTIVE COACHING
The Basics of Coaching
What are you REALLY seeing?
The "ORP" Person (again)
Coaching to CONTINUE desired performance
SOME ADDITIONAL THOUGHTS
Coaching to CHANGE performance
Conducting an Effective "Coaching-to-Change- Performance" Meeting
About Outsource Training.biz LLC

Bonus Materials

The author would like to offer his "The Volunteer Organization's Development Handbook" free of charge to users who take this course. Just download the handbook in PDF at the beginning of the quiz!

If you are part of a volunteer organization whether it is a professional engineering chapter, a youth sports league, or a booster group at your child's school, this handbook will be useful. Please feel free to share it as much as you want.

Quiz

Once you finish studying the above course content, you need to take a quiz to obtain the PDH credits.