Supervisors and managers are on the front lines of communication with employees and can be faced with many issues they don’t know could be compliance-related. In the course of regular conversations related to assigning work, approving time off, or providing performance feedback, employees may reveal that they have a disability or need an accommodation. While reviewing attendance records, a supervisor might find that an employee has poor attendance, but may not be aware of all the protected reasons employees are allowed time off and make incorrect assumptions about how to handle the issue. A new supervisor who has never been involved in the hiring process may not know what types of interview questions to steer clear from and how to ensure hiring decisions are fair and non-discriminatory. There is a quagmire of laws that impact employment and supervisors and managers need to have a foundational understanding of how to address the issues that arise and when to involve Human Resource

As one climbs the professional ranks, they are expected to share their ideas and feedback more and more – this is how organizations advance. Even if not expressly encouraged to do so, people identify opportunities for improvement, and want to contribute. However, it can be difficult to influence decisions when those leaders have a different perspective. Our 3-hour workshop provides participants new skills to engage and influence their supervisors on matters on which they might not agree, as well as prepares them to provide critical feedback to their supervisors. They learn how to express their views without jeopardizing relationships with people key to their professional success. In this half-day workshop, we will achieve these objectives: Review when managing up is appropriate Discuss barriers to manage up Practice tools to help you manage up Register here.

Supervisors and managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict, yet resolving internal conflicts with individuals or between team members is a key skill for today’s supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This 3-hour workshop provides attendees with a process for having challenging conversations and honing supervisory skills. The focus is on learning and practicing the steps necessary for providing constructive feedback and resolving conflict that shows up in the workplace. To provide skills to give constructive feedback in a way that builds trust, promotes problem solving, performance improvement and results. To provide skills for resolving conflict that is getting in the way of team performance and the ability to produce results. Register here.

Meaningful conversations aren’t always easy, but they are a crucial part of leadership. Participants will learn how to deliver constructive feedback with clarity and deal with high emotions in the workplace. Supervisors and managers often need to have conversations that they would rather not have. Dealing with performance issues or habitual patterns like chronic lateness can be tough and may stir up emotions, but these conversations are crucial in the workplace and need to be handled appropriately. Avoiding difficult topics can often result in bigger problems and more conflict. This practical course will give you the confidence to recognize, plan and manage challenging conversations, including addressing “the elephant in the room” types of issues. In this 3-hour workshop attendees are provided opportunities to practice using constructive feedback techniques so that they return to the workplace with the skills to help employees achieve added positive outcomes. We will