
Tip #1085: How to Get Virtual Participants to Participate
This Tip looks at a variety of ways to get virtual participants to participate actively in a virtual training session. How to Get Virtual Participants
HELP YOUR NEW TRAINERS AND MANAGERS BECOME GREAT AT WHAT THEY DO!
Strengthen their skills so they can have a positive impact on your employees, your customers, and your company.
This two-part assessment is designed for you to evaluate the effectiveness of your new managers and trainers.
In addition to facilitating train the trainer and management training, Laurel and Associates, Ltd. offers employee development training to maximize employee effectiveness and minimize their stress. Our other services include curriculum design and training audits.
Laurel and Associates, Ltd.’s Management and Team Development programs strengthen your leadership skills in areas like communication, delegation, motivation, and team building. We provide training that equips your managers to lead more effectively, fostering a productive and engaged workforce.
Laurel and Associates, Ltd.’s Management and Team Development programs are being converted into online training programs. We provide training that equips your managers to lead more effectively, by fostering a productive and engaged workforce.
Introduction: A state agency sought to develop a more cohesive management team.
Challenge: Preliminary survey results and individual interviews indicated that there was a low level of trust and a lack of open communication both within the team and outside it.
Strategies: Facilitate a full day in-person retreat with highly interactive skill-building learning activities that enabled the team members to get to know each other better, develop team operating principles, and collaborate in a problem-solving activities.
Results: Participant evaluations indicated a positive response to the retreat. A survey conducted two months after the retreat indicated that the levels of trust and open communication had increased dramatically.
Impact: The team members felt that the management team now fostered a culture of collaboration and cooperation.
Introduction: An international nonprofit organization needed to help its managers become more comfortable with coaching poor performers.
Challenge: The managers tended to avoid handling issues of poor performance.
Strategies: Facilitate a full-day in-person workshop with highly interactive skill-building learning activities that enabled the managers to learn how to give coaching feedback to poor performers and then practice their new skills to build a level of confidence.
Results: Participant evaluations indicated a positive response to the workshop. The effectiveness of the program convinced the nonprofit to provide the same skill-building training program to additional managers from around the world. They, also, learned how to give coaching feedback and then practiced their new skills.
Impact: Both groups of managers became more comfortable with coaching poor performers.
Getting Past No: Step #1- Relax
Getting Past No Skills Week 1:
The ability to stay calm is the key to effective negotiation. This is especially true when we are in a difficult negotiation. This week we will identify the six steps involved in Getting Past No. We’ll look at how to achieve the first step: Relax. This requires the ability to recognize when a provocative tactic is being used and to avoid taking it personally. We’ll discuss how to recognize stonewalls, attacks, and tricks, and act instead of react. If you are a manager who has to negotiate or mediate negotiations, please join on our LinkedIn Live series titled What Managers Need to Know on July 1st at 10 am CDT.
Getting Past No: Step #2-
Refocus Getting Past No Skills Week 2:
In difficult negotiations, emotions can get out of control. We want to calm down the situation so we can have a more effective and objective discussion. This week we look at the second step in Getting Past No: Refocus. The intention is to prevent conflict by using two practical tools: asking problem solving questions and actively listening to the responses. If you are a manager who would like to be able to convert potential conflict into a more rational conversation, join us on our LinkedIn Live series What Managers Need to Know on July 8th at 10 am CDT.
Getting Past No: Step #3: Reframe Getting Past No Skills Week 3:
Once we have identified that the other party is using obstructive, offensive, or evasive negotiation tactics, we need to know how to Reframe. This third step in Getting Past No involves responding in such a way that it directs attention back to solving the problem of satisfying both sides’ interests. If you are a manager who is often at the receiving end of stonewalls, attacks, or tricks during a negotiation and would like practical actions to take to get the other party back on a constructive track, join us on our LinkedIn Live series titled What Managers Need to Know on July 15th at 10 am CDT.
Getting Past No: Steps #4 and #5
Refine and Relate Getting Past No Skills Week 4:
If the first three steps (relax, refocus, and reframe) have been unsuccessful in creating a constructive discussion, it is time for Step #4. We want to Refine the situation by negotiating about the rules of the game. We are aiming to move the negotiation to get to yes through Step #5, which is Relate. This involves focusing on mutual interests or identifying objective standards. If you are a manager who finds that the first three steps don’t help to move the negotiation in a positive direction where the other party is now willing to work with you to find an acceptable solution, join us on our LinkedIn Live series titled What Managers Need to Know on July 22nd at 10 am CDT.
Getting Past No: Step #6
Resolve Getting Past No Skills Week 5:
Hopefully, either through identifying mutual interests or objective standards, you have persuaded the other party that it is in their best interests to Resolve the matter, which is Step #6. It’s now time to invent options for mutual gain. However, the other party may be hesitant to agree because they’re concerned about losing face with their constituency. They don’t want them to think they have given in. So, we need a way to help them save face. If you are a manager and you find yourself at this point in resolving a difficult negotiation, join us on our LinkedIn Live series What Managers Need to Know on July 29th at 10 am CDT.
This Tip looks at a variety of ways to get virtual participants to participate actively in a virtual training session. How to Get Virtual Participants
This Tip compares an excellent manager and a poor manager where communication choices can make or break a business. “Management is about arranging and telling.
In The Ultimate Sales Machine, Chet Holmes poses six questions to determine how serious a company is about training. How Serious Is Your Company About Training?
The job of an HR manager is constant and often thankless. It’s easy to feel tired, worried, distressed, frustrated, burnt out, and upset. The Thankless
Thank you Deb for all the great learning!!!
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