The Center for Business and Economic Development (CBED) at IUPUC offers a variety of courses designed for frontline managers.
Championing Change (3 contact hours)
In today's turbulent business environment, change has become a way of life and, in order to be successful, managers must be able to manage change. Experts estimate that 50 to 70 percent of changes, however, fail to deliver desired results. This session offers a set of guidelines and tools that will greatly increase managerial abilitities to effectively implement change. It focuses on the primary role managers/leaders as change agents, introducing frameworks and beginning techniques related to effective change management. On completion, you will be able to:
- Explain the business and personal case for improving their change management skills
- Describe the costs of mis-managing change
- Describe the factors that differentiate successful change from unsuccessful change
- Apply a model to plan and manage change
- Use change management tools to analyze resistance, communicate effectively and hold others accountable
You will leave this course with a starter set of tools to support effective management of both the people and process aspects of change.
Closing the Gap between Strategy & Execution (3 contact hours)
When leaders create a strategy, the best minds in the organization come together. They devote their time, energy, and effort identifying ways to outplay the competition, win market share, and increase profits and shareholder value—all tough to tackle. Yet, despite this focus, nine out of ten strategy executions fail. For too long, leaders have been left on their own to struggle with execution. Taking a new strategy into the entire organization and making it come alive is a tough challenge. It’s not the strategy that delivers; it’s the successful execution. Leaders need to do both well.
Upon completion of this workshop, participants will be able to:
- Define strategy execution,
- Understand strategy execution management and the critical elements necessary for success
- Explain organizational alignment and the two phases involved
- Use their own organization’s strategic plan (vision, mission, strategic plan, initiatives, etc.) to work through the planning phase and the performing phase of organizational alignment.
Coaching & Developing Employees (3 or 6 contact hours)
The ability to coach and develop employees is a critical leadership skill. Effective coaching allows managers to leverage and expand their employee capabilities, encouraging them to develop new, value-added skills. Managers who have the ability to develop others ensure that their organization has the ability to grow and meet ever-changing demands of the business environment. This hands-on workshop covers topics like attributes of an effective coach, creating an environment that fosters coaching, planning for impact in coaching sessions, questioning and listening techniques, and application planning. On completion, you will be able to:
- Explain the business and personal case for developing effective coaching habits
- Apply the EDGE model and the PDCA engage model to coach others effectively
- Employ strategic questioning and active listening to improve communication
- Use the SBI format to frame performance gaps
- Prepare for a coaching conversation
Creating a Positive Safety Culture (3 contact hours)
Developing a state and federal compliant culture of organizational safety can be a challenge in many organizations. Companies must rely on sound decision-making by their representatives to ensure safety regulations are amenable and managed properly. This workshop outlines key factors relevant to developing an effective culture of workplace safety that efficiently evolves with organizational growth. Participants will be able to:
- Recognize key drivers of a positive safety culture and how they interrelate
- Assess the safety culture in their own workplace
- Begin to improve the safety culture in their workplace using the strategies provided in this workshop
Developing a Safety Management Program for your Workplace (3 contact hours)
A proactive safety management program is the foundation of success in keeping workplaces safe. Written safety policies provide clear guidelines to employees of all levels of the organization and ensure continuity in the event of employee turnover. This workshop reviews key elements of a proactive safety management program which you can easily implement in your own workplace. Participants will:
- Understand the core elements of effective safety programs
- Know how to write an occupational health and safety policy
- Use the information provided as a framework for establishing a safety management program in your workplace
Engaging Employees: Creating an Effective Work Environment (3 contact hours)
Recent studies like the one described in First, Break All the Rules, highlight the critical importance of frontline managers in creating effective work environments. These studies also draw a direct link between the effectiveness of frontline management and the financial success of the organization. This workshop explores the unique roles and requirements of frontline management. On completion, you will be able to:
- Describe the value added role of frontline managers in creating an effective work environment
- Understand the role of frontline managers in aligning resources around business objectives and work processes
- Understand the role of frontline managers in helping employees “connect the dots” and make sense out of their work environment
Facilitating Meetings for Productive Results (3 contact hours)
More than 25 million meetings are held every day in the United States, with middle managers spending up to 50 percent of their work week in meetings. Yet up to one-half of the time spent in meetings is viewed as unproductive. This experiential course offers easy-to-implement tools and techniques to increase the effectiveness of organizational meetings. On completion, you will be able to:
- Determine when a meeting isn't necessary
- Distinguish between different types of meeting activities
- Describe the ingredients of an effective meeting
- Apply meeting management tools to meetings for which they are responsible
You will leave the course ready to achieve immediate, dramatic improvements in the meetings for which you are responsible.
Managing Conflict in the Workplace (3 contact hours)
It is estimated that as much as 40 percent of a manager’s time is spent dealing with conflict. Conflict is costly to organizations in other ways as well. Poorly managed conflict often increases turnover, for example, with replacement costs averaging between 75 and 150 percent of the annual salary for each position. This course offers techniques and approaches to enhance conflict management skills and lower the cost of conflict for individuals and organizations. This overview course introduces participants to methods that will help them proactively and effectively manage disagreements encountered in manager/leadership positions. It emphasizes proactive approaches and building long-term positive relationships. On completion, you will be able to:
- Explain the business and personal case for effective conflict management
- Identify the main factors in a situation that are contributing to the conflict
- Use the EDGE model to plan appropriate approaches for managing conflict
- Leverage self awareness of their preferred approaches to conflict toward improving relationships with others and achieving results
- Incorporate effective conflict management skills into your management practice
- Identify opportunities for personal development to support the business imperative for effective conflict management skills
Managing Teams for Higher Performance (3 contact hours)
Setting clear expectations and monitoring progress against them is a critical skill for frontline managers. Mangers who can align expectations and effectively manage performance maximize the impact of organizational resources and support accomplishment of organizational goals. This course provides an overview of critical elements for an effective performance management process. Practical tools providing a foundation for this process are introduced and explored. On completion, you will be able to:
- Describe the personal and organizational benefits of effective performance management
- Connect individual work to the priorities of the broader organization
- Use effective tools and processes to hold individuals accountable for goals, expectations, and progress
Setting Expectations and Managing Performance (3 contact hours or 6 contact hours)
Setting clear expectations and monitoring progress against them is a critical skill for frontline managers. Managers who can align expectations and effectively manage performance maximize the impact of organizational resources and support accomplishment of organizational goals. Setting Expectations and Managing Performance provides an overview of the critical elements of an effective performance management process. Practical tools that provide the foundation for this process are introduced and explored. Upon completion of this session, participants will be able to:
View our LinkedIn group: Management Development Series
- Describe the personal and organizational benefits of effective performance management.
- Connect individual work to the priorities of the broader organization.
- Use effective tools and processes to hold individuals accountable for goals, expectations, and progress.