The Suite Of Learning Opportunities

Creating a Respectful Workplace: Valuing Diversity & Eliminating Harassment

As our workforce is increasingly diverse, organizations must work to understand, accept, and optimize these differences. Valuing, nurturing and utilizing the unique talents and contributions of all individuals means greater creativity and a deeply enriched and strengthened organization, capable of greater innovation and capacity for change.


This workshop will enable participants to create such advantages by:

  • Identifying unconscious values, biases, stereotypes and false assumptions

  • Enhancing sensitivity to issues of difference and the effects of prejudice

  • Respecting differences

  • Developing tolerance for individuality

  • Applying interpersonal skills to meet the needs of those who are different

  • Identifying strategies that contribute to valuing diversity in the workplace

  • Protect the organization from potential charges of harassment or discrimination

Five Practices of Exemplary Leadership

Some believe that people are “born leaders.” But leadership is a skill that can be developed like any other. Exemplary leadership is the result of conscious and conscientious practice.

This highly interactive workshop will provide the tools that participants need to become effective leaders and break down deterrents to successful leadership.


To provide the tools and skills so that participants are viewed by others as being “natural born leaders” and thereby gain willing followers.


  1. I. Basic assumptions about leadership

  2. Inspiring a vision

  3. Building trust with others

  4. Clarifying expectations

  5. Developing others as leaders

  6. Creating a motivating environment


After this program, participants will be able to:

  • Clearly articulate your personal values and vision to others

  • Build consensus on shared values

  • Enlist others in a common vision

  • Implement methods for learning from inevitable mistakes

  • Create an environment in which others are motivated to succeed

Interviewing Skills and Hiring Training

How often have you made a hiring decision believing the new employee could “walk on water” only to discover that, within 3-6 months, you needed to terminate him/her?

Selecting the best candidate involves getting the right information to predict the candidate’s potential future success. Eliciting behavioral information will also protect your organization from potential charges of discrimination.


After this program, participants will:

  • Follow a more systematic approach in conducting interviews

  • Utilize objective screening criteria based on past, quantifiable, job-related activities, rather than subjective impressions or hunches

  • Select applicants with a higher probability of success and more realistic job expectations, thereby reducing turnover

  • Comply with legal requirements

  • Feel more at ease with the interview process

  • Hire top-notch employees

Making Powerful Presentations

Do you freeze up when you have to make a presentation? Do people leave your presentations feeling inspired and motivated? Or do you struggle to maintain an audience’s interest?

In today’s rapidly-changing technological age, where people have become accustomed to being captivated, the need to communicate effectively is more essential than ever. The ability to sell ourselves and our ideas is paramount to our personal and professional success.


After participating in this program, participants will:

  • Make organized, effective presentations appropriate to the audience

  • Master the verbal, vocal and visual elements of a presentation

  • Use audio-visual equipment with skill and ease

  • Channel nervous energy in a positive way

  • Maintain the audience’s interest

  • Handle questions and answers comfortably

Managing the Generation Mix

Are generational differences in your workplace causing conflict and miss-communication? Are you struggling to build collaboration and team consensus between the different generations? Do you wonder how each generation defines words like “respect” and “motivation” and “work values?”

Today’s workforce and its four dramatically different generations, brings different expectations and different demands. This session will offer solutions to the most important concerns managers face when working with different generations.


In this session, participants will learn to:

  • Understand the key characteristics that distinguish the generations

  • Identify factors that motivate different groups into action

  • Design programs, incentives and rewards to appeal to each generation

  • Create an engaging environment where everyone thrives

Managing Through Transitions

Has your euphoria over a promotion to supervision dissolved into doubts and anxieties as you tried to take hold in a management position? Have you bumped into challenges trying to manage employees who had more tenure or experience or who wanted the position that you received?

Making the transition from employee to supervisor can be a difficult one, especially if the new manager is not embraced by employees or others.


After this workshop, participants will:

  • Recognize the differences between being a manager and being an employee

  • Differentiate myths vs. realities about the role of manager or leader

  • Determine the qualities of a successful supervisor

  • Overcome stumbling blocks to success as a manager

  • Promote productive relationships with those above and those below

  • Develop a management style that best meets the needs of the organization

Motivating and Retaining Your Top Employees

How do we motivate our top performers when money is tight and financial incentives are limited? How do we motivate the seemingly “unmotivated” and turn them into high achievers?

Ensuring a highly motivated staff is critical to the success of every organization. This highly interactive workshop will enable participants to more effectively manage employees, bring about higher levels of performance, and retain top workers.


After this workshop, participants will be able to:

  • Develop objective performance standards focused on behavior, rather than personality

  • Communicate expectations and feedback to foster employees’ success

  • Administer rewards and disciplines to generate superior performance

  • Conduct more productive and stress-free performance evaluations

  • More effectively handle challenging employee situations

  • Protect your organization from legal vulnerability

Recruit, Retain and Motivate your Volunteer Leaders - Building a Structure for Future Leaders to Emerge

Recruiting, motivating and retaining volunteer leaders are some of the greatest challenges of any non-profit executive. Given our society’s demographics, volunteer management has to become a strategic activity rather than something that rests only in the hands of a nominating committee. This workshop provides strategies to develop a more effective recruitment process, increase the diversity of your volunteer leadership and improve the functioning and performance of your organization.


To increase volunteer participation, develop volunteer leaders and build a structure for future leaders to emerge.


  1. Recruiting Future Leaders

    1. Determining current and projected needs

    2. Examining your readiness to recruit

    3. Ensuring diversity and representativeness

    4. Recruitment pitfalls

  2. Attracting Younger Volunteers

    1. Recognizing each generation’s contributions

    2. Narrowing the generation “gap”

  3. Developing volunteer leadership

    1. Conducting more effective orientation

    2. Defining expectations, roles and responsibilities

    3. Administering rewards & consequences

  4. Building a structure for future leaders to emerge

    1. Creating a volunteer development committee

    2. Implementing term limits – Pros and Cons


This workshop will enable participants to:

  • Implement more effective strategies to identify and recruit volunteer talent

  • Train, motivate and reward volunteers in a way that stimulates commitment

  • Pave the way for future leaders to develop

Understanding and Managing Behavioral Differences

Conflict is an inevitable part of the workplace.  Whether you’re in the conflict, or impacted by the conflict of others, there are things each person can do to reduce the likelihood, duration and long-term impact of conflicts.


To enable participants to more effectively manage conflict and thereby reduce the long-term negative effects of interpersonal conflict.


  1. Recognizing Behavior Patterns

    1. Withholding value judgments

    2. Understanding the four behavior preferences

    3. Recognizing how behavioral differences lead to conflict

  2. Developing Versatility

    1. Flexing from your behavior preference

    2. Modifying behaviors to improve relationships

    3. Adopting the platinum rule

  3. Making Situations “Win/Win”


After this program, participants will:

  • Anticipate conflicts and reduce their occurrence

  • Deal with conflicts as they arise and head them off before they escalate

  • Repair the damage after a conflict has occurred

  • Strengthen rather than hurt working relationships