Specialized training and consulting in key areas of human resource strategy…

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Image20-20Meeting1Managers rarely fail because of technical incompetence. They fail because of poor people skills. In our world of intense competition, career mobility, and a shrinking talent pool, we can no longer afford the mistakes made by managers with poor human relations skills and complacent attitudes towards employees. We need leaders who can identify talent and inspire their people, and who value constructive employee relationships.

Research has shown that the majority of people who quit their job leave because of the way they are treated every day. More than 40 percent of people who quit do so because they feel they weren't appreciated for their contributions. Fifty percent of employee job satisfaction is determined by the quality of relationship with their manager. Is there a message here???

Relationships have everything to do with employee retention. The responsibility for employee retention should be placed squarely on the shoulders of frontline leaders. "People don't quit companies … they quit managers."

Leadership begins with developing a general understanding of people. Students develop a practical understanding of motivation in the work place and its relationship to performance. They come to grips with personal biases and self perceptions that may be inhibiting their leadership effectiveness. Topics we discuss include…
  • The importance of constructive relationships
  • The impact of job dissatisfaction on performance
  • Motivational forces driving employee performance
  • Solving performance problems
  • The power of reinforcing positive employee self perceptions
  • Inspiring employees

Then, we turn our attention to developing a practical realistic strategy for improving their leadership effectiveness by focusing on the six skills of Human Relations and Leadership…

  • Earning employee trust
  • Improving staffing and hiring decisions
  • Training and the importance of building employee competence
  • Establishing clear expectations and aligning priorities
  • Providing employees with systems of feedback
  • Coaching

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