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Once & For All: Stopping Sexual Harassment at Work

Posts Tagged ‘management training videos’

Unspoken Feedback

Wednesday, October 15th, 2014

Leadership TrainingEver wonder what your employees are thinking about you?

If so, you’re probably a better-than-average leader who takes the time to observe body language, facial expressions, and tone of voice, so you can tell when someone’s frustrated, confused, or just plain upset about something that’s happened.

But even in the best of manager/employee relationships, you’re probably not going to get the type of  in-depth honest feedback that might help you make real changes. Even in organizations where 360-degree reviews are consistently used, feedback isn’t always timely – or completely honest.

So what’s a manager to do when s/he wants to improve?

It goes back to observation, and to caring about what your team thinks and feels.

It’s not hard to learn how people act when they’re upset, hurt, frustrated, or angry.

It’s not hard to notice when something you’ve done has triggered their reaction.

It can be hard to be honest enough with yourself to acknowledge the connection between your actions and their reactions, and to be vulnerable enough to explore how you might do things differently in the future. (more…)

The Timeless Wisdom of the “Abilene Paradox”

Wednesday, September 24th, 2014

Abilene Paradox Training VideoWhat do a 104-degree Texas afternoon, a game of dominoes, and a cafeteria have to do with making good workplace decisions?

In his classic article, “The Abilene Paradox,” professor Jerry Harvey tells the story of his family’s decision to drive their ’58 Buick – with no air conditioning – 53 miles to Abilene for supper.

When they returned home several hours later, hot and exhausted, it turned out that none of them really wanted to make the trip. Each family member revealed that they would have strongly preferred to stay home and play dominoes. As professor Harvey describes the situation:  “Here we were, four reasonably sensible people who, of our own volition, had just taken a 106-mile trip across a godforsaken desert in a furnace-like temperature, through a cloud-like dust storm, to eat unpalatable food at a hole-in-the-wall cafeteria in Abilene, when none of us had really wanted to go.  The whole situation simply didn’t make sense.” (more…)

Delegation: Develop, Don’t Dump

Saturday, August 30th, 2014

Delegation for SuccessIntellectually, we know delegation is good. It’s a way of developing staff — helping them learn and grow and preparing them for bigger roles within the organization. We also know it’s good for us to let go of having to do everything ourselves.

But when we ask others to do a task…how can we be sure the other person will do it right?

Well, we can’t be sure, of course. But we can be consciously intentional about picking someone whose skills and attributes are a fit for the job at hand.

Instead of just “dumping” your request on the nearest person’s desk, take a moment to assess three factors:

  1. What skills are needed?

For example, accurately compiling a cost comparison report requires skill with numbers and familiarity with spreadsheets. Crafting a blog post for your department requires skills in research and writing.

  1. What attributes are needed?

Someone with good logistical skills can easily handle the basics of scheduling an important meeting – but if they’re not friendly and empathetic, they might not be the best person to manage the tricky diplomacy required to get senior management to juggle their calendars.

  1. What risk is involved?

(more…)

Positive Discipline

Wednesday, February 5th, 2014

CRM Learning Positive Discipline Training VideosMost managers agree that the worst part of their jobs is taking disciplinary action when an employee’s performance is not where it needs to be.  In fact, many managers hate it so much, they’ll look for excuses not to do it.  Some of the common rationalizations people use to avoid confronting a performance problem include: “the employee’s performance isn’t that bad”,  “eventually, this problem will go away on its own”, or,  “I’m too busy to deal with this.”   What’s really going on, in most cases, however, is that the manager simply doesn’t know how to handle the situation.

Helping managers develop the confidence and competence they need in this area requires that they learn how to minimize the negative emotions that typically accompany performance discrepancies. (more…)

Why People Don’t Get Feedback at Work

Saturday, November 2nd, 2013

Performance Appraisal TrainingOne of the most common complaints in the corporate cafeteria is,” My boss never gives me any feedback.” Then when the annual performance review, what human resources calls “performance appraisal,” finally arrives, the longed-for feedback doesn’t seem to happen. What is going on? Many of us blame the supervisor as uncaring and unsupportive, but the real culprit is the whole idea of performance appraisal itself.

Performance appraisal, practiced in approximately 80% of workplaces, gives supervisors and employees alike the wrong notions about feedback. The idea of a formal rating and written evaluation has conditioned us to think that feedback is something that is initiated by the supervisor as a once-a-year, formal, sit-down event. However, feedback is available to everyone every day. Feedback is not given mostly because people don’t ask for it – they’re just not aware that they can ask for it, and many people lack the skills to get the information they need. (more…)


 

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