About This Course
What you will learn - Get the Best out of your Employees to Increase Productivity
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Get BIG Savings with our Ultimate Coaching and Mentoring Online Bundle, 10 Certificate Courses
- Coaching and Mentoring
- Leadership Skills for Supervisors
- Appreciative Inquiry
- Delivering Constructive Criticism
- Performance Management
- Employee Motivation
- Leadership and Influence
- Interpersonal Skills
- Communication Strategies
- Employee Recognition
1. Coaching and Mentoring: Get the Best out of your Employees to Increase Productivity
You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do?
The Coaching And Mentoring course focuses on how to better coach your employees to higher performance. Coaching is a process of relationship building and setting goals. How well you coach is related directly to how well you are able to foster a great working relationship with your employees through understanding them and strategic goal setting.
By the end of this Coaching and Mentoring Online Course, you will be able to:
- Identify the difference between mentoring and coaching,
- Understand the GROW model.
- Identify and set appropriate goals using the SMART method of setting goals.
- Understand how to identify the current state or reality of your employee’s situation.
- Identify the steps needed in defining options for your employee
- Understand how to create a preliminary plan.
- Finalise a plan or wrap it up motivating your employee to work within them.
- Identify the benefits of fostering trust with your employee.
- Identify the steps in giving effective feedback.
- Identify and overcome obstacles that hinder the growth and development of your employee.
- Identify the end and how to transition your employee to other growth opportunities.
- How to use both mentoring and coaching to enable long-term development through a positive relationship with your employee.
2. Leadership Skills for Supervisors: Master The Three Fundamental Skills Of Leadership
There are three fundamental skill areas that all leaders need to master: communication, coaching, and conflict. This introductory course will give you basic skills in all three areas.
In this course, you will learn about coaching models, conflict resolution techniques, and ways to communicate with your employees. You will also complete leadership assessment to help you identify how to connect with others. As a bonus, you will receive an introduction to some important leadership theories, including the Situational Leadership II® model and servant leadership.
After you complete this Leadership Skills for Supervisors: Communication, Coaching, and Conflict course, you will be able to:
- Learn ways to prioritize, plan, and manage your time.
- Identify your primary leadership style.
- Develop some flexibility to use other leadership styles.
- Determine ways you can meet the needs of employees and co-workers through communication and coaching.
- Explore ways to make conflict a powerful force for creative, well-rounded solutions to problems.
3. Appreciative Inquiry: Strengthen an Organization by Creating a Positive Environment
Organizations can be thought of as a living being made up of the individuals working within it. Appreciative Inquiry has the ability to change the whole organization by changing the people. Through positive questioning employees will be directed to move in a positive direction. Recognizing the strengths and values of what works, as opposed to what's wrong will transform the individuals and in turn transform the organization.
Appreciative Inquiry is a shift from looking at problems and deficiencies and instead focusing on strengths and successes. It is a tool for change, and it will strengthen relationships throughout your business. Through best practices and positive stories you are able to transform your organization.
By the end of this Appreciative Inquiry Online Short Course, you will be able to:
- Know the meaning of appreciative inquiry
- Think in positive terms and avoid thinking negatively
- Encourage others to think positively
- Recognize positive attributes in people
- Create positive imagery
- Manage and guide employees in a positive environment
4. Delivering Constructive Criticism: How to Manage Criticism to Benefit Your Organization
Delivering Constructive Criticism is one of the most challenging things for anyone. Through this course you will gain valuable knowledge and skills that will assist with this challenging task. When an employee commits an action that requires feedback or criticism it needs to be handled in a very specific way.
Constructive Criticism if done correctly will provide great benefits to your organization. It provides the ability for management to nullify problematic behaviors and develop well rounded and productive employees. Constructive feedback shows an employee that management cares about them and will invest time and effort into their careers.
By the end of this Delivering Constructive Criticism Online Short Course, you will be able to:
- Understand when feedback should take place
- Learn how to prepare and plan to deliver constructive criticism
- Determine the appropriate atmosphere in which it should take place
- Identify the proper steps to be taken during the session
- Know how emotions and certain actions can negatively impact the effects of the session
- Recognise the importance of setting goals and the method used to set them
5. Performance Management: Focus Everyone on the same Priorities to Improve Performance
Performance Management is making sure the employee and the organization are focused on the same priorities. It touches on the organization itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. This is key in keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.
When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organization and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee's skill-set and make them a more valuable employee through feedback and coaching.
By the end of this Performance Management Online Short Course, you will be able to:
- Define performance management
- Understand how performance management works and the tools to make it work
- Learn the three phases of performance management and how to assess it
- Discuss effective goal-setting
- Learn how to give feedback on performance management
- Identify Kolb's learning cycle
- Recognise the importance of motivation
- Develop a performance journal and performance plan
6. Employee Motivation: How to Motivate your Team to Achieve Organizational Goals
When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.
The Employee Motivation course will give you several types of tools to become a great motivator, including goal setting and influencing skills. You will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.
By the end of this Employee Motivation Online Short Course, you will be able to:
- Defining motivation, an employer's role in it and how the employee can play a part
- Identifying the importance of Employee Motivation
- Identifying methods of Employee MOtivation
- Describing the theories which pertain to Employee Motivation - with particular reference to psychology
- Identifying personality types and how they fit into a plan for Employee Motivation
- Setting clear and defined goals
- Identifying specific issues in the field, and addressing these issues and how to maintain this going forward
7. Leadership and Influence: Become a Great & Influential Leader
They say that leaders are born, not made. While it is true that some people are born leaders, some leaders are born in the midst of adversity. Often, simple people who have never had a leadership role will stand up and take the lead when a situation they care about requires it. A simple example is parenting. When a child arrives, many parents discover leadership abilities they never knew existed in order to guide and protect their offspring.
Once you learn the techniques of true Leadership and Influence, you will be able to build the confidence it takes to take the lead. The more experience you have acting as a genuine leader, the easier it will be for you. It is never easy to take the lead, as you will need to make decisions and face challenges, but it can become natural and rewarding.
By the end of this Leadership and Influence Online short Course, you will be able to:
- Understand what leadership means.
- Explain the Great Man Theory.
- Explain the Trait Theory.
- Understand Transformational Leadership.
- Understand how to adapt your leadership styles for the people you lead.
- Understand leading by Directing
- Understand leading by Coaching
- Understand leading by Participating
- Understand leading by Delegating
- Kouzes and Posner
- Conduct a personal inventory
- Create an action plan
- Establish personal goals
8. Interpersonal Skills: Learn Powerful Communication Skills!
We've all met that dynamic, charismatic person that just have a way with others, and has a way of being remembered. You will identify ways of creating a powerful introduction, remembering names, and managing situations when you’ve forgotten someone’s name.
The Interpersonal Skills course will help you work towards being that unforgettable person by providing communication skills, negotiation techniques, tips on making an impact, and advice on networking and starting conversations. You will also identify the skills needed in starting a conversation, moving a conversation along, and progressing to higher levels of conversation.
By the end of this Interpersonal Skills Online Short Course, you will be able to:
- Understand the difference between hearing and listening
- Know some ways to improve the verbal skills of asking questions and communicating with power
- Understand what non-verbal communication is and how it can enhance interpersonal relationships
- Identify the skills needed in starting a conversation, moving a conversation along, and progressing to higher levels of conversation
- Identifying ways of creating a powerful introduction, remembering names, and managing situations when you've forgotten someone's name
- Understand how seeing the other side, building bridges and giving in without giving up can improve skills in influencing other people
- Understand how the use of facts and emotions can help bring people to your side
- Identify ways of sharing one's opinions constructively
- Learn tips in preparing for a negotiation, opening a negotiation, bargaining, and closing a negotiation
- Learn tips in making an impact through powerful first impressions, situation assessment and being zealous without being offensive
9. Communication Strategies
Build Better, Stronger, and More Fulfilling Relationships
For the better part of every day, we are communicating to and with others. Whether it’s the speech you deliver in the boardroom, the level of attention you give your spouse when they are talking to you, or the look that you give to the cat, it all means something.
This course will help you understand the different methods of communication and how to make the most of each of them.
Course Topics:
- Paraverbal Communication
- Body Language
- The four stages in the Appreciative Inquiry model are known as the 4-D cycle
- Speaking Like a Star
- Positive Signals
By the end of this Communication Strategies Online Course, you will be able to:
- Understand what communication is
- Understand the different ways communication takes place
- Overcome communication blockages
- Make the most of non-verbal and paraverbal communication
- Understand and utilize the STAR method
- Listen actively and effectively
- Ask good questions
- Use appreciative inquiry as a communication tool
- Establish common ground with others
10. Employee Recognition: Effective Company Recognition Programs Keep Employees Motivated, Safe and Happy!
Employee recognition program is not a luxury, it is a necessity. With a well-built employee recognition program, companies can improve job retention, employee engagement, team work, reinforcing company values, and more. Company recognition can influence their employees to work hard, and smart. Instead of just saying thank you to an employee who has been with the company for 10 years, take the time to give them some sort of certificate, or thoughtful gift. Employees are more likely to continue employment with a company if they feel they are appreciated.
Let's learn how to create an effective programs/guidelines to provide a well thought recognition for employees better morale and productivity.
By the end of this Employee Recognition Online Short Course, you will be able to:
- Assess the type of Employee Recognition Program(s) your company needs
- Train leadership to recognize their employees
- Know when and where recognition is needed
- Construct a culture of recognition
- Maintain an effective Employee Recognition Program
Receive Lifetime Access to Course Materials, so you can review at any time.
For comprehensive information on units of study click the units of study tab above.
This is an incredible opportunity to invest in yourself and your future, sharpen your training skills and learn what it takes to create your own success with Courses For Success Today!
Course Fast Facts:
- All courses are easy to follow and understand
- Only 6 to 8 hours of study is required per course
- Unlimited lifetime access to course materials
- Study as many courses as you want
- Delivered 100% on-line and accessible 24/7 from any computer or smartphone
- You can study from home or at work, at your own pace, in your own time
- Certificates
Course Delivery
Courses are accessed online via our learning management system by any device including PC, MAC, tablet or Smart Phone.
Recognition & Accreditation
The courses offered by Courses For Success are unique as they are taught in a step by step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. Courses For Success is committed to high completion rates and therefore 100% student satisfaction.
Units of Study
Receive Lifetime Access to Course Materials, so you can review at any time.
Ultimate Coaching and Mentoring Bundle, 10 Courses includes the following courses, below is a summary of each course:
Course 1 - Coaching and Mentoring
Section One: Getting Started
- Objectives
Section Two: Coaching, Mentoring, aren’t they the same?
- Coaching
- Mentoring
- The G.R.O.W. Model
Section Three: Setting Goals
- “G” for Goals
- Identifying Appropriate Goal Areas
- Create SMART Goals
Section Four: The Reality of GROW
- Understanding Where You Are
- Past Performance
Section Five: Options of GROW…
- Your Path to BIG Success
- The Best Approach
- Structuring a Plan. 22
Section Six: It’s a Wrap
- Create a Development Plan
- First Step
- Motivation
Section Seven: The Importance of Trust
- What is Trust?
- Trust & Coaching
- How to Build a Trusting Relationship
Section Eight: Feedback
- Characteristics of Good Feedback
- Constructive Criticism
- Encouraging Growth and Development
Section Nine: Obstacles & Roadblocks
- Frequent Obstacles
- Maslow’s Hierarchy of Needs Pyramid
- Reviewing Progress & Re-evaluating Goals
- Focusing on Progress not Shortfalls
Section Ten: Reaching the End
- Achieving the Goal
- Record the Achievements
Section Eleven: How Mentoring Differs from Coaching
- Blending the Two Models
- GROW Model & Mentoring
- It’s all About Relationships
Section Twelve: Wrapping it Up
Course 2 - Leadership Skills for Supervisors Online Certificate Course
Session 1: Course Overview
- Learning Objectives
- Pre-Assignment
Session 2: Pre-Assignment Review
- Making Connections
Session 3: Whats Your Type? How About Mine?
- Seeking Information
- Identifying Your Characteristics and Preferences
- Questionnaire
- What Does it Mean To Have a Number?
- Mostly As – Inquiring Rationals, Part One
- Mostly As – Inquiring Rationals, Part Two
- Mostly Bs – Authentic Idealists, Part One
- Mostly Bs – Authentic Idealists, Part Two
- Mostly Cs – Organized Guardians, Part One
- Mostly Cs – Organized Guardians, Part Two
- Mostly Ds – Resourceful Artisans, Part One
- Mostly Ds – Resourceful Artisans, Part Two
- Whats Important?
- Debrief
- Understanding Introverts and Extroverts
- Questionnaire
- Using the Continuum
- Case Study
Session 4: Understanding Leadership
- About Leadership
- The Situational Leadership II® Model
- Understanding Your Comfort Zone
- Choosing Our Style
- The Cyclical Process
- Managing Performance
- Making Connections
- Servant Leadership
- Making Connections
- Onboarding and Orientation
- First Day Disasters
- Considering the Consequences
Session 5: Manage Your Time and Your Energy
- Introduction
- Larks and Owls
- SPIRIT Goals
- Organizing Your Workspace, Part One
- Organizing Your Workspace, Part Two
- Organizing Your Workspace, Part Three
- Our Top Time Management Tip
Session 6: The Commitment Curve
- The Big Picture
- The Phases of the Curve
- Stages of the Curve
- Stage One: Uninformed Optimism
- Stage Two: Informed Pessimism
- Stage Three: Hopeful Realism
- Stage Four: Informed Optimism
- Summary
- What Can Be Done to Bridge the Commitment Gap?
Session 7: Employee Development Models
- The Coaching Model
- Step One: Frame a Conversation, Part One
- Step One: Frame a Conversation, Part Two
- Step Two: Create Opportunities
- Step Three: Create an Action Plan
- Step Four: Give Feedback, Part One
- Step Four: Give Feedback, Part Two
- The Dialogue Model
- Defining I Messages
- Building the Message
- Description Techniques
- The Consequences and Benefits Matrix
Session 8: Dealing with Conflict and Difficult Issues
- Reflection
- Techniques for Resolving Conflict
Session 9: What Successful Leaders Do
- Secrets to Success
- Creating the Right Environment
- Making Connections
- Practices to Practice
- Making Connections
Session 10: A Personal Action Plan
- Starting Point
- Where I Want to Go
- How I Will Get There
Course 3 - Appreciative Inquiry
Module One - Geting Started
By the end of the course, you will be able to:
- Know the meaning of appreciative inquiry
- Think in positive terms and avoid thinking negatively
- Encourage others to think positively
- Recognise positives attributes in people
- Create positive imagery
- Manage and guide employees in a positive environment
Module Two - Introducing Appreciative Inquiry
- What is Appreciative Inquiry?
- Generating a Better Future
- Engaging People in Positive Thought
- Change the Person, Change the Organisation
Module Three - Changing the Way You Think
- Shifting from "What's Wrong?" to "What's Right?"
- It's not eliminating mistakes - It's holding up success
- Positive language will affect people's thinking
- Limit or remove negative phrasing
Module Four - Four D Model
- Discovery
- Dream
- Design
- Delivery
Module Five - Four I Model
- Initiate
- Inquire
- Imagine
- Innovate
Module Six - Appreciative Inquiry Interview Style
- Framing positive questions
- Solicit positive stories
- Finding what works
- Recognize the reoccurring themes
Module Seven - Anticipatory Reality
- Imagining a successful future will affect the present
- Controlling negative anticipation
- Current decisions will be influenced positively
- Base it on Data and Real examples
Module Eight - The Power of Positive Imagery
- Shaping performance with positive imagery
- Being better prepared for adversity
- People are more flexible and creative
- Think of the perfect situation
Module Nine - Influencing Change Through Appreciative Inquiry
- Using strengths to solve challenges
- Confidence will promote positive change
- Inquiry is a seed change
- People will gravitate towards what is expected of them
Module Ten - Coaching and Managing with Appreciative Inquiry
- Build around what works
- Focus on increases
- Recognise the best in people
- Limit or remove negative comments
Module Eleven - Creating a Positive Core
- Strengths
- Best Practices
- Peak Experiences
- Successes
Module Twelve - Wrapping Up
Course 4 - Delivering Constructive Criticism
Module One - Getting Started
Module Two - When Should Feedback Occur?
- Repeated events or behavior
- Breaches in Company policy
- When informal feedback has not worked
- Immediately after the occurrence
Module Three - Preparing and Planning
- Gather facts on the issue
- Practice your tone
- Create an action plan
- Keep written records
Module Four - Choosing a Time and Place
- Check the ego at the door
- Criticize in private, praise in public
- It has to be face to face
- Create a safe atmosphere
Module Five - During the session (Part 1)
- The feedback sandwich
- Monitor body language
- Check for understanding
- Practice active listening
Module Six - During the Session (Part 2)
- Set goals
- Be collaborative
- Ask for a self-assessment
- Always keep emotions in check
Module Seven - Setting Goals
- SMART goals
- The Three P's
- Ask for their input
- Be as specific as possible
Module Eight - Diffusing Anger or Negative Emotions
- Choose the correct words
- Stay on topic
- Empathize
- Try to avoid "You messages"
Module Nine - What Not to Do
- Attacking or blaming
- Not giving them a chance to speak
- Talking down
- Becoming emotional
Module Ten - After the Session (Part 1)
- Set up a follow-up meeting
- Make yourself available
- Be very specific with the instuctions
- Provide support and resources
Module Eleven - After the Session (Part 2)
- Focus on the future
- Measuring results
- Was the action plan followed?
- If improvement is not seen, then what?
Module Twelve - Wrapping Up
Course 5 - Performance Management
Module One - Getting Started
Module Two - The Basics (Part 1)
- What is performance management?
- How does performance management work?
- Tools
Module Three - The Basics (Part 2)
- Three phase process
- Assessments
- Performance reviews
Module Four - Goal Setting
- SMART goal setting
- Specific goals
- Measureable goals
- Attainable goals
- Realistic goals
- Timely goals
- Monitoring results
Module Five - Establishing Performance Goals
- Strategic planning
- Job analysis
- Setting goals
- Motivation
Module Six - 360 Degree Feedback
- What is 360 degree feedback?
- Vs. traditional performance reviews
- The components
Module Seven - Competency Assessments
- Competency assessment defined
- Implementation
- Final destination
Module Eight - Kolb's Learning Cycle
- Experience
- Observation
- Conceptualisation
- Experimentation
Module Nine - Motivation
- Key factors
- The motivation organisation
- Identifying personal motivators
- Evaluating and adapting
Module Ten - The Performance Journal
- Record goals and accomplishments
- Linking with your employees or managers
- Implementing a performance coach
- Keeping track
Module Eleven - Creating a Performance Plan
- Goals
- Desired results
- Prioritization
- Measure
- Evaluation
Module Twelve - Wrapping Up
Course 6 - Employee Motivation
Module One - Getting Started
Module Two - A Psychological Approach
- Herzberg's Theory of Motivation
- Maslow's Hierarchy of needs
- The two models and motivation
Module Three - Object-Oriented Theory
- The carrot
- The whip
- The plant
Module Four - Using Reinforcement Theory
- A history of Reinforcement Theory
- Behavior modification in four steps
- Appropriate uses in the workplace
Module Five - Using Expectancy Theory
- A history of Expectancy Theory
- Understanding the three factors
- Using the three factors to motivate in the workplace
Module Six - Personality's Role in Motivation
- Identifying youe personality type
- Identifying others' personality type
- Motivators by personality type
Module Seven - Setting Goals
- Goals and motivation
- Setting SMART goals
- Evaluating and adapting
Module Eight - A Personal Toolbox
- Building your own motivational plan
- Encouraging growth and development
- Getting others to see the glass half-full
Module Nine - Motivation on the Job
- The key factors
- Creating a motivational organisation
- Creating a motivational job
Module Ten - Addressing Specific Morale Issues
- Dealing with individual morale problems
- Addressing team morale
- What to do when the whole company is de-motivated
Module Eleven - Keeping yourself Motivated
- Identifying personal motivators
- Maximising your motivators
- Evaluating and Adapting
Module Twelve - Wrapping Up
Course 7 - Leadership and Influence
Section One: Getting Started
Section Two: How Leadership Evolved
- What is Leadership
- Leadership Characteristics
- Leadership Principles
- Leadership through the ages
- The Great Man
- The Trait Theory
- Transformational Leadership
Section Three: Situational Leadership
- Situational Leadership: Telling
- Situational Leadership: Selling
- Situational Leadership: Participating
- Situational Leadership: Delegating
Section Four: A Personal Evaluation
- Kouzes and Posner
- A Personal Inventory
- Create an Action Plan
Section Five: Modeling the Way
- Inspirational Role Model
- Influencing Others’ Perspectives
Section Six: Inspiring a Shared Vision
- Choose Your Vision
- Communicate Your Vision
- Identifying the Benefit for Others
Section Seven: Challenging the Process
- Your Inner Innovator
- Room for Improvement
- Lobbying for Change
Section Eight: Enabling Others to Act
- Encouraging Growth
- Creating Mutual Respect
- The Importance of Trust
Section Nine: Encouraging the Heart
- Sharing Rewards
- Celebrating Accomplishments
- Making Celebration Part of Your Culture
Section Ten: Influencing Skills
- The Art of Persuasion
- The Principles of Influence
Section Eleven: Setting Goals
- Create SMART Goals
- Long-Term Plans
- Creating a Support System
Section Twelve: Wrapping Up
Course 8 - Interpersonal Skills
Module One - Getting Started
Module Two - Verbal Communication Skills
- Listening and hearing: they aren't the same thing
- Asking questions
- Communicating with power
Module Three - Non-Verbal Communication Skills
- Body language
- The signals you sent to others
- It's not what you say, it's how you say it
Module Four - Making Small Talk and Moving Beyond
- Starting a conversation
- The four levels of conversation
Module Five - Moving the Conversation Along
- Asking for examples
- Using repetition
- Using summary questions
- Asking for clarity and completeness
Module Six - Remembering Names
- Creating a powerful introduction
- Using Mnemonics
- Uh-oh... I've forgotten your name
Module Seven - Influencing Skills
- Seeing the other side
- Building a bridge
- Giving in without giving up
Module Eight - Bringing People to Your Side
- A dash of emotion
- Plenty of facts
- Bringing it all together
Module Nine - Sharing your Opinion
- Using I-messages
- Disagreeing constructively
- Building consensus
Module Ten - Negotiation Basics
- Preparation
- Opening
- Bargaining
- Closing
Module Eleven - Making an Impact
- Creating a powerful first impression
- Assessing a situation
- Being zealous without being offensive
Module Twelve - Wrapping Up
Course 9 - Communication Strategies
Section One: Getting Started
Section Two: The Big Picture
- What is Communication?
- How Do We Communicate?
- Who’s Listening?
Section Three: Barriers to Communication
- It All Starts with Me
- Common Barriers to Communication
- Language Barriers
- Cultural Barriers
- Location Barriers
Section Four: Paraverbal Communication Skills
- The Power of Pitch
- The Power of Tone
- Vocal Speed Camera
Section Five: Non-Verbal Communication
- Your Body Speaks its own Language
Section Six: Speak Like a STAR
Using STAR
- Situation
- Task
- Action
- Response
Section Seven: Listening Skills
- Ten Ways to Listen Better Today
- Understanding Active Listening
- Sending Positive Signals to Others
Section Eight: Asking Good Questions
- Asking Open Questions
- Probing Questions
Section Nine: Appreciative Inquiry
- The Four Stages
- The Purpose of Appreciative Inquiry
Section Ten: The Art of Conversation Using SPEAC
- Suppose
- Prepare
- Enquire
- Ascertain
- Change
Section Eleven: Advanced Communication Skills
- Precipitating Factors
- Common Ground
Section Twelve: Wrapping up
Course 10 - Employee Recognition
Module One: Getting Started
By the end of this course, you will be able to:
- Assess the type of Employee Recognition Program(s) your company needs
- Train leadership to recognize their employees
- Know when and where recognition is needed
- Construct a culture of recognition
- Maintain an effective Employee Recognition Program
Module Two: The Many Types of Incentive
- Safety Incentives
- Years of Service
- Productivity
- Attendance & Wellness Incentives
Module Three: Designing Employee Recognition Programs
- Purpose
- Employee Involvement
- Budget
- Keep it Simple
Module Four: How To Get The Buzz Out
- Be Creative With Designs
- Paper the Walls
- Use Social Media
- Go Mobile!
Module Five: It Starts From The Top!
- Identifying Desirable Behaviors
- Understanding the Goals of the Company
- Setting Guidelines
- Providing Recognition Templates
Module Six: Creating a Culture of Recognition
- Keep Your Staff "In the Know"
- Empower Employees with Peer to Peer Recognition
- Team Building: Encourage Camaraderie
- Motivate by Promoting Fun
Module Seven: The Best Things In Life Are Free!
- Put a Spotlight on Employees in Staff Meetings
- Write it Down
- Display Your Appreciation
- Make Work More Comfortable
Module Eight: A Small Gesture Goes A Long Way
- Have a Party!
- Make a Game of It
- Reward with Small Gift
- Give Them a Break
Module Nine: Pulling Out The Red Carpets
- Have an Awards Ceremony
- Win Large Items
- Vacation
- Career Advancement
Module Ten: The Don’ts of Employee Recognition
- Don’t Forget About The Art Of The High Five!
- Don’t Let It Become Boring
- Popularity Contest or Recognition Program?
- Make Sure the Prize is Motivational
Module Eleven: Maintaining Employee Recognition Programs
- Change the Membership
- Include In New Employee Orientation
- Keep Marketing!
- Annual Awards Ceremonies
Module Twelve: Wrapping Up
Requirements
Entry requirements
Students must have basic literacy and numeracy skills.
Minimum education
Open entry. Previous schooling and academic achievements are not required for entry into this course.
Computer requirements
Students will need access to a computer and the internet.
Minimum specifications for the computer are:
Windows:
Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)
MAC/iOS
OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)
All systems
Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)
Students will also need access the following applications:
Adobe Acrobat Reader
Requirements
Entry requirements:
Students must have basic literacy and numeracy skills.
Minimum education:
Open entry. Previous schooling and academic achievements are not required for entry into this course.
Device requirements:
Students will need access to a computer/any device and the internet.
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Yes, we have a 7-day money-back refund policy.
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anyone who has an interest in learning more about this subject matter
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Of course, you will need to be able to self-manage your time and be organized, but with our help, you’ll soon find yourself settling into a comfortable rhythm of study.
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but you should be comfortable typing, using the internet and be capable
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About This Course
What you will learn - Get the Best out of your Employees to Increase Productivity
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Get BIG Savings with our Ultimate Coaching and Mentoring Online Bundle, 10 Certificate Courses
- Coaching and Mentoring
- Leadership Skills for Supervisors
- Appreciative Inquiry
- Delivering Constructive Criticism
- Performance Management
- Employee Motivation
- Leadership and Influence
- Interpersonal Skills
- Communication Strategies
- Employee Recognition
1. Coaching and Mentoring: Get the Best out of your Employees to Increase Productivity
You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do?
The Coaching And Mentoring course focuses on how to better coach your employees to higher performance. Coaching is a process of relationship building and setting goals. How well you coach is related directly to how well you are able to foster a great working relationship with your employees through understanding them and strategic goal setting.
By the end of this Coaching and Mentoring Online Course, you will be able to:
- Identify the difference between mentoring and coaching,
- Understand the GROW model.
- Identify and set appropriate goals using the SMART method of setting goals.
- Understand how to identify the current state or reality of your employee’s situation.
- Identify the steps needed in defining options for your employee
- Understand how to create a preliminary plan.
- Finalise a plan or wrap it up motivating your employee to work within them.
- Identify the benefits of fostering trust with your employee.
- Identify the steps in giving effective feedback.
- Identify and overcome obstacles that hinder the growth and development of your employee.
- Identify the end and how to transition your employee to other growth opportunities.
- How to use both mentoring and coaching to enable long-term development through a positive relationship with your employee.
2. Leadership Skills for Supervisors: Master The Three Fundamental Skills Of Leadership
There are three fundamental skill areas that all leaders need to master: communication, coaching, and conflict. This introductory course will give you basic skills in all three areas.
In this course, you will learn about coaching models, conflict resolution techniques, and ways to communicate with your employees. You will also complete leadership assessment to help you identify how to connect with others. As a bonus, you will receive an introduction to some important leadership theories, including the Situational Leadership II® model and servant leadership.
After you complete this Leadership Skills for Supervisors: Communication, Coaching, and Conflict course, you will be able to:
- Learn ways to prioritize, plan, and manage your time.
- Identify your primary leadership style.
- Develop some flexibility to use other leadership styles.
- Determine ways you can meet the needs of employees and co-workers through communication and coaching.
- Explore ways to make conflict a powerful force for creative, well-rounded solutions to problems.
3. Appreciative Inquiry: Strengthen an Organization by Creating a Positive Environment
Organizations can be thought of as a living being made up of the individuals working within it. Appreciative Inquiry has the ability to change the whole organization by changing the people. Through positive questioning employees will be directed to move in a positive direction. Recognizing the strengths and values of what works, as opposed to what's wrong will transform the individuals and in turn transform the organization.
Appreciative Inquiry is a shift from looking at problems and deficiencies and instead focusing on strengths and successes. It is a tool for change, and it will strengthen relationships throughout your business. Through best practices and positive stories you are able to transform your organization.
By the end of this Appreciative Inquiry Online Short Course, you will be able to:
- Know the meaning of appreciative inquiry
- Think in positive terms and avoid thinking negatively
- Encourage others to think positively
- Recognize positive attributes in people
- Create positive imagery
- Manage and guide employees in a positive environment
4. Delivering Constructive Criticism: How to Manage Criticism to Benefit Your Organization
Delivering Constructive Criticism is one of the most challenging things for anyone. Through this course you will gain valuable knowledge and skills that will assist with this challenging task. When an employee commits an action that requires feedback or criticism it needs to be handled in a very specific way.
Constructive Criticism if done correctly will provide great benefits to your organization. It provides the ability for management to nullify problematic behaviors and develop well rounded and productive employees. Constructive feedback shows an employee that management cares about them and will invest time and effort into their careers.
By the end of this Delivering Constructive Criticism Online Short Course, you will be able to:
- Understand when feedback should take place
- Learn how to prepare and plan to deliver constructive criticism
- Determine the appropriate atmosphere in which it should take place
- Identify the proper steps to be taken during the session
- Know how emotions and certain actions can negatively impact the effects of the session
- Recognise the importance of setting goals and the method used to set them
5. Performance Management: Focus Everyone on the same Priorities to Improve Performance
Performance Management is making sure the employee and the organization are focused on the same priorities. It touches on the organization itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. This is key in keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.
When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organization and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee's skill-set and make them a more valuable employee through feedback and coaching.
By the end of this Performance Management Online Short Course, you will be able to:
- Define performance management
- Understand how performance management works and the tools to make it work
- Learn the three phases of performance management and how to assess it
- Discuss effective goal-setting
- Learn how to give feedback on performance management
- Identify Kolb's learning cycle
- Recognise the importance of motivation
- Develop a performance journal and performance plan
6. Employee Motivation: How to Motivate your Team to Achieve Organizational Goals
When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.
The Employee Motivation course will give you several types of tools to become a great motivator, including goal setting and influencing skills. You will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.
By the end of this Employee Motivation Online Short Course, you will be able to:
- Defining motivation, an employer's role in it and how the employee can play a part
- Identifying the importance of Employee Motivation
- Identifying methods of Employee MOtivation
- Describing the theories which pertain to Employee Motivation - with particular reference to psychology
- Identifying personality types and how they fit into a plan for Employee Motivation
- Setting clear and defined goals
- Identifying specific issues in the field, and addressing these issues and how to maintain this going forward
7. Leadership and Influence: Become a Great & Influential Leader
They say that leaders are born, not made. While it is true that some people are born leaders, some leaders are born in the midst of adversity. Often, simple people who have never had a leadership role will stand up and take the lead when a situation they care about requires it. A simple example is parenting. When a child arrives, many parents discover leadership abilities they never knew existed in order to guide and protect their offspring.
Once you learn the techniques of true Leadership and Influence, you will be able to build the confidence it takes to take the lead. The more experience you have acting as a genuine leader, the easier it will be for you. It is never easy to take the lead, as you will need to make decisions and face challenges, but it can become natural and rewarding.
By the end of this Leadership and Influence Online short Course, you will be able to:
- Understand what leadership means.
- Explain the Great Man Theory.
- Explain the Trait Theory.
- Understand Transformational Leadership.
- Understand how to adapt your leadership styles for the people you lead.
- Understand leading by Directing
- Understand leading by Coaching
- Understand leading by Participating
- Understand leading by Delegating
- Kouzes and Posner
- Conduct a personal inventory
- Create an action plan
- Establish personal goals
8. Interpersonal Skills: Learn Powerful Communication Skills!
We've all met that dynamic, charismatic person that just have a way with others, and has a way of being remembered. You will identify ways of creating a powerful introduction, remembering names, and managing situations when you’ve forgotten someone’s name.
The Interpersonal Skills course will help you work towards being that unforgettable person by providing communication skills, negotiation techniques, tips on making an impact, and advice on networking and starting conversations. You will also identify the skills needed in starting a conversation, moving a conversation along, and progressing to higher levels of conversation.
By the end of this Interpersonal Skills Online Short Course, you will be able to:
- Understand the difference between hearing and listening
- Know some ways to improve the verbal skills of asking questions and communicating with power
- Understand what non-verbal communication is and how it can enhance interpersonal relationships
- Identify the skills needed in starting a conversation, moving a conversation along, and progressing to higher levels of conversation
- Identifying ways of creating a powerful introduction, remembering names, and managing situations when you've forgotten someone's name
- Understand how seeing the other side, building bridges and giving in without giving up can improve skills in influencing other people
- Understand how the use of facts and emotions can help bring people to your side
- Identify ways of sharing one's opinions constructively
- Learn tips in preparing for a negotiation, opening a negotiation, bargaining, and closing a negotiation
- Learn tips in making an impact through powerful first impressions, situation assessment and being zealous without being offensive
9. Communication Strategies
Build Better, Stronger, and More Fulfilling Relationships
For the better part of every day, we are communicating to and with others. Whether it’s the speech you deliver in the boardroom, the level of attention you give your spouse when they are talking to you, or the look that you give to the cat, it all means something.
This course will help you understand the different methods of communication and how to make the most of each of them.
Course Topics:
- Paraverbal Communication
- Body Language
- The four stages in the Appreciative Inquiry model are known as the 4-D cycle
- Speaking Like a Star
- Positive Signals
By the end of this Communication Strategies Online Course, you will be able to:
- Understand what communication is
- Understand the different ways communication takes place
- Overcome communication blockages
- Make the most of non-verbal and paraverbal communication
- Understand and utilize the STAR method
- Listen actively and effectively
- Ask good questions
- Use appreciative inquiry as a communication tool
- Establish common ground with others
10. Employee Recognition: Effective Company Recognition Programs Keep Employees Motivated, Safe and Happy!
Employee recognition program is not a luxury, it is a necessity. With a well-built employee recognition program, companies can improve job retention, employee engagement, team work, reinforcing company values, and more. Company recognition can influence their employees to work hard, and smart. Instead of just saying thank you to an employee who has been with the company for 10 years, take the time to give them some sort of certificate, or thoughtful gift. Employees are more likely to continue employment with a company if they feel they are appreciated.
Let's learn how to create an effective programs/guidelines to provide a well thought recognition for employees better morale and productivity.
By the end of this Employee Recognition Online Short Course, you will be able to:
- Assess the type of Employee Recognition Program(s) your company needs
- Train leadership to recognize their employees
- Know when and where recognition is needed
- Construct a culture of recognition
- Maintain an effective Employee Recognition Program
Receive Lifetime Access to Course Materials, so you can review at any time.
For comprehensive information on units of study click the units of study tab above.
This is an incredible opportunity to invest in yourself and your future, sharpen your training skills and learn what it takes to create your own success with Courses For Success Today!
Course Fast Facts:
- All courses are easy to follow and understand
- Only 6 to 8 hours of study is required per course
- Unlimited lifetime access to course materials
- Study as many courses as you want
- Delivered 100% on-line and accessible 24/7 from any computer or smartphone
- You can study from home or at work, at your own pace, in your own time
- Certificates
Course Delivery
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The courses offered by Courses For Success are unique as they are taught in a step by step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. Courses For Success is committed to high completion rates and therefore 100% student satisfaction.
Units of Study
Receive Lifetime Access to Course Materials, so you can review at any time.
Ultimate Coaching and Mentoring Bundle, 10 Courses includes the following courses, below is a summary of each course:
Course 1 - Coaching and Mentoring
Section One: Getting Started
- Objectives
Section Two: Coaching, Mentoring, aren’t they the same?
- Coaching
- Mentoring
- The G.R.O.W. Model
Section Three: Setting Goals
- “G” for Goals
- Identifying Appropriate Goal Areas
- Create SMART Goals
Section Four: The Reality of GROW
- Understanding Where You Are
- Past Performance
Section Five: Options of GROW…
- Your Path to BIG Success
- The Best Approach
- Structuring a Plan. 22
Section Six: It’s a Wrap
- Create a Development Plan
- First Step
- Motivation
Section Seven: The Importance of Trust
- What is Trust?
- Trust & Coaching
- How to Build a Trusting Relationship
Section Eight: Feedback
- Characteristics of Good Feedback
- Constructive Criticism
- Encouraging Growth and Development
Section Nine: Obstacles & Roadblocks
- Frequent Obstacles
- Maslow’s Hierarchy of Needs Pyramid
- Reviewing Progress & Re-evaluating Goals
- Focusing on Progress not Shortfalls
Section Ten: Reaching the End
- Achieving the Goal
- Record the Achievements
Section Eleven: How Mentoring Differs from Coaching
- Blending the Two Models
- GROW Model & Mentoring
- It’s all About Relationships
Section Twelve: Wrapping it Up
Course 2 - Leadership Skills for Supervisors Online Certificate Course
Session 1: Course Overview
- Learning Objectives
- Pre-Assignment
Session 2: Pre-Assignment Review
- Making Connections
Session 3: Whats Your Type? How About Mine?
- Seeking Information
- Identifying Your Characteristics and Preferences
- Questionnaire
- What Does it Mean To Have a Number?
- Mostly As – Inquiring Rationals, Part One
- Mostly As – Inquiring Rationals, Part Two
- Mostly Bs – Authentic Idealists, Part One
- Mostly Bs – Authentic Idealists, Part Two
- Mostly Cs – Organized Guardians, Part One
- Mostly Cs – Organized Guardians, Part Two
- Mostly Ds – Resourceful Artisans, Part One
- Mostly Ds – Resourceful Artisans, Part Two
- Whats Important?
- Debrief
- Understanding Introverts and Extroverts
- Questionnaire
- Using the Continuum
- Case Study
Session 4: Understanding Leadership
- About Leadership
- The Situational Leadership II® Model
- Understanding Your Comfort Zone
- Choosing Our Style
- The Cyclical Process
- Managing Performance
- Making Connections
- Servant Leadership
- Making Connections
- Onboarding and Orientation
- First Day Disasters
- Considering the Consequences
Session 5: Manage Your Time and Your Energy
- Introduction
- Larks and Owls
- SPIRIT Goals
- Organizing Your Workspace, Part One
- Organizing Your Workspace, Part Two
- Organizing Your Workspace, Part Three
- Our Top Time Management Tip
Session 6: The Commitment Curve
- The Big Picture
- The Phases of the Curve
- Stages of the Curve
- Stage One: Uninformed Optimism
- Stage Two: Informed Pessimism
- Stage Three: Hopeful Realism
- Stage Four: Informed Optimism
- Summary
- What Can Be Done to Bridge the Commitment Gap?
Session 7: Employee Development Models
- The Coaching Model
- Step One: Frame a Conversation, Part One
- Step One: Frame a Conversation, Part Two
- Step Two: Create Opportunities
- Step Three: Create an Action Plan
- Step Four: Give Feedback, Part One
- Step Four: Give Feedback, Part Two
- The Dialogue Model
- Defining I Messages
- Building the Message
- Description Techniques
- The Consequences and Benefits Matrix
Session 8: Dealing with Conflict and Difficult Issues
- Reflection
- Techniques for Resolving Conflict
Session 9: What Successful Leaders Do
- Secrets to Success
- Creating the Right Environment
- Making Connections
- Practices to Practice
- Making Connections
Session 10: A Personal Action Plan
- Starting Point
- Where I Want to Go
- How I Will Get There
Course 3 - Appreciative Inquiry
Module One - Geting Started
By the end of the course, you will be able to:
- Know the meaning of appreciative inquiry
- Think in positive terms and avoid thinking negatively
- Encourage others to think positively
- Recognise positives attributes in people
- Create positive imagery
- Manage and guide employees in a positive environment
Module Two - Introducing Appreciative Inquiry
- What is Appreciative Inquiry?
- Generating a Better Future
- Engaging People in Positive Thought
- Change the Person, Change the Organisation
Module Three - Changing the Way You Think
- Shifting from "What's Wrong?" to "What's Right?"
- It's not eliminating mistakes - It's holding up success
- Positive language will affect people's thinking
- Limit or remove negative phrasing
Module Four - Four D Model
- Discovery
- Dream
- Design
- Delivery
Module Five - Four I Model
- Initiate
- Inquire
- Imagine
- Innovate
Module Six - Appreciative Inquiry Interview Style
- Framing positive questions
- Solicit positive stories
- Finding what works
- Recognize the reoccurring themes
Module Seven - Anticipatory Reality
- Imagining a successful future will affect the present
- Controlling negative anticipation
- Current decisions will be influenced positively
- Base it on Data and Real examples
Module Eight - The Power of Positive Imagery
- Shaping performance with positive imagery
- Being better prepared for adversity
- People are more flexible and creative
- Think of the perfect situation
Module Nine - Influencing Change Through Appreciative Inquiry
- Using strengths to solve challenges
- Confidence will promote positive change
- Inquiry is a seed change
- People will gravitate towards what is expected of them
Module Ten - Coaching and Managing with Appreciative Inquiry
- Build around what works
- Focus on increases
- Recognise the best in people
- Limit or remove negative comments
Module Eleven - Creating a Positive Core
- Strengths
- Best Practices
- Peak Experiences
- Successes
Module Twelve - Wrapping Up
Course 4 - Delivering Constructive Criticism
Module One - Getting Started
Module Two - When Should Feedback Occur?
- Repeated events or behavior
- Breaches in Company policy
- When informal feedback has not worked
- Immediately after the occurrence
Module Three - Preparing and Planning
- Gather facts on the issue
- Practice your tone
- Create an action plan
- Keep written records
Module Four - Choosing a Time and Place
- Check the ego at the door
- Criticize in private, praise in public
- It has to be face to face
- Create a safe atmosphere
Module Five - During the session (Part 1)
- The feedback sandwich
- Monitor body language
- Check for understanding
- Practice active listening
Module Six - During the Session (Part 2)
- Set goals
- Be collaborative
- Ask for a self-assessment
- Always keep emotions in check
Module Seven - Setting Goals
- SMART goals
- The Three P's
- Ask for their input
- Be as specific as possible
Module Eight - Diffusing Anger or Negative Emotions
- Choose the correct words
- Stay on topic
- Empathize
- Try to avoid "You messages"
Module Nine - What Not to Do
- Attacking or blaming
- Not giving them a chance to speak
- Talking down
- Becoming emotional
Module Ten - After the Session (Part 1)
- Set up a follow-up meeting
- Make yourself available
- Be very specific with the instuctions
- Provide support and resources
Module Eleven - After the Session (Part 2)
- Focus on the future
- Measuring results
- Was the action plan followed?
- If improvement is not seen, then what?
Module Twelve - Wrapping Up
Course 5 - Performance Management
Module One - Getting Started
Module Two - The Basics (Part 1)
- What is performance management?
- How does performance management work?
- Tools
Module Three - The Basics (Part 2)
- Three phase process
- Assessments
- Performance reviews
Module Four - Goal Setting
- SMART goal setting
- Specific goals
- Measureable goals
- Attainable goals
- Realistic goals
- Timely goals
- Monitoring results
Module Five - Establishing Performance Goals
- Strategic planning
- Job analysis
- Setting goals
- Motivation
Module Six - 360 Degree Feedback
- What is 360 degree feedback?
- Vs. traditional performance reviews
- The components
Module Seven - Competency Assessments
- Competency assessment defined
- Implementation
- Final destination
Module Eight - Kolb's Learning Cycle
- Experience
- Observation
- Conceptualisation
- Experimentation
Module Nine - Motivation
- Key factors
- The motivation organisation
- Identifying personal motivators
- Evaluating and adapting
Module Ten - The Performance Journal
- Record goals and accomplishments
- Linking with your employees or managers
- Implementing a performance coach
- Keeping track
Module Eleven - Creating a Performance Plan
- Goals
- Desired results
- Prioritization
- Measure
- Evaluation
Module Twelve - Wrapping Up
Course 6 - Employee Motivation
Module One - Getting Started
Module Two - A Psychological Approach
- Herzberg's Theory of Motivation
- Maslow's Hierarchy of needs
- The two models and motivation
Module Three - Object-Oriented Theory
- The carrot
- The whip
- The plant
Module Four - Using Reinforcement Theory
- A history of Reinforcement Theory
- Behavior modification in four steps
- Appropriate uses in the workplace
Module Five - Using Expectancy Theory
- A history of Expectancy Theory
- Understanding the three factors
- Using the three factors to motivate in the workplace
Module Six - Personality's Role in Motivation
- Identifying youe personality type
- Identifying others' personality type
- Motivators by personality type
Module Seven - Setting Goals
- Goals and motivation
- Setting SMART goals
- Evaluating and adapting
Module Eight - A Personal Toolbox
- Building your own motivational plan
- Encouraging growth and development
- Getting others to see the glass half-full
Module Nine - Motivation on the Job
- The key factors
- Creating a motivational organisation
- Creating a motivational job
Module Ten - Addressing Specific Morale Issues
- Dealing with individual morale problems
- Addressing team morale
- What to do when the whole company is de-motivated
Module Eleven - Keeping yourself Motivated
- Identifying personal motivators
- Maximising your motivators
- Evaluating and Adapting
Module Twelve - Wrapping Up
Course 7 - Leadership and Influence
Section One: Getting Started
Section Two: How Leadership Evolved
- What is Leadership
- Leadership Characteristics
- Leadership Principles
- Leadership through the ages
- The Great Man
- The Trait Theory
- Transformational Leadership
Section Three: Situational Leadership
- Situational Leadership: Telling
- Situational Leadership: Selling
- Situational Leadership: Participating
- Situational Leadership: Delegating
Section Four: A Personal Evaluation
- Kouzes and Posner
- A Personal Inventory
- Create an Action Plan
Section Five: Modeling the Way
- Inspirational Role Model
- Influencing Others’ Perspectives
Section Six: Inspiring a Shared Vision
- Choose Your Vision
- Communicate Your Vision
- Identifying the Benefit for Others
Section Seven: Challenging the Process
- Your Inner Innovator
- Room for Improvement
- Lobbying for Change
Section Eight: Enabling Others to Act
- Encouraging Growth
- Creating Mutual Respect
- The Importance of Trust
Section Nine: Encouraging the Heart
- Sharing Rewards
- Celebrating Accomplishments
- Making Celebration Part of Your Culture
Section Ten: Influencing Skills
- The Art of Persuasion
- The Principles of Influence
Section Eleven: Setting Goals
- Create SMART Goals
- Long-Term Plans
- Creating a Support System
Section Twelve: Wrapping Up
Course 8 - Interpersonal Skills
Module One - Getting Started
Module Two - Verbal Communication Skills
- Listening and hearing: they aren't the same thing
- Asking questions
- Communicating with power
Module Three - Non-Verbal Communication Skills
- Body language
- The signals you sent to others
- It's not what you say, it's how you say it
Module Four - Making Small Talk and Moving Beyond
- Starting a conversation
- The four levels of conversation
Module Five - Moving the Conversation Along
- Asking for examples
- Using repetition
- Using summary questions
- Asking for clarity and completeness
Module Six - Remembering Names
- Creating a powerful introduction
- Using Mnemonics
- Uh-oh... I've forgotten your name
Module Seven - Influencing Skills
- Seeing the other side
- Building a bridge
- Giving in without giving up
Module Eight - Bringing People to Your Side
- A dash of emotion
- Plenty of facts
- Bringing it all together
Module Nine - Sharing your Opinion
- Using I-messages
- Disagreeing constructively
- Building consensus
Module Ten - Negotiation Basics
- Preparation
- Opening
- Bargaining
- Closing
Module Eleven - Making an Impact
- Creating a powerful first impression
- Assessing a situation
- Being zealous without being offensive
Module Twelve - Wrapping Up
Course 9 - Communication Strategies
Section One: Getting Started
Section Two: The Big Picture
- What is Communication?
- How Do We Communicate?
- Who’s Listening?
Section Three: Barriers to Communication
- It All Starts with Me
- Common Barriers to Communication
- Language Barriers
- Cultural Barriers
- Location Barriers
Section Four: Paraverbal Communication Skills
- The Power of Pitch
- The Power of Tone
- Vocal Speed Camera
Section Five: Non-Verbal Communication
- Your Body Speaks its own Language
Section Six: Speak Like a STAR
Using STAR
- Situation
- Task
- Action
- Response
Section Seven: Listening Skills
- Ten Ways to Listen Better Today
- Understanding Active Listening
- Sending Positive Signals to Others
Section Eight: Asking Good Questions
- Asking Open Questions
- Probing Questions
Section Nine: Appreciative Inquiry
- The Four Stages
- The Purpose of Appreciative Inquiry
Section Ten: The Art of Conversation Using SPEAC
- Suppose
- Prepare
- Enquire
- Ascertain
- Change
Section Eleven: Advanced Communication Skills
- Precipitating Factors
- Common Ground
Section Twelve: Wrapping up
Course 10 - Employee Recognition
Module One: Getting Started
By the end of this course, you will be able to:
- Assess the type of Employee Recognition Program(s) your company needs
- Train leadership to recognize their employees
- Know when and where recognition is needed
- Construct a culture of recognition
- Maintain an effective Employee Recognition Program
Module Two: The Many Types of Incentive
- Safety Incentives
- Years of Service
- Productivity
- Attendance & Wellness Incentives
Module Three: Designing Employee Recognition Programs
- Purpose
- Employee Involvement
- Budget
- Keep it Simple
Module Four: How To Get The Buzz Out
- Be Creative With Designs
- Paper the Walls
- Use Social Media
- Go Mobile!
Module Five: It Starts From The Top!
- Identifying Desirable Behaviors
- Understanding the Goals of the Company
- Setting Guidelines
- Providing Recognition Templates
Module Six: Creating a Culture of Recognition
- Keep Your Staff "In the Know"
- Empower Employees with Peer to Peer Recognition
- Team Building: Encourage Camaraderie
- Motivate by Promoting Fun
Module Seven: The Best Things In Life Are Free!
- Put a Spotlight on Employees in Staff Meetings
- Write it Down
- Display Your Appreciation
- Make Work More Comfortable
Module Eight: A Small Gesture Goes A Long Way
- Have a Party!
- Make a Game of It
- Reward with Small Gift
- Give Them a Break
Module Nine: Pulling Out The Red Carpets
- Have an Awards Ceremony
- Win Large Items
- Vacation
- Career Advancement
Module Ten: The Don’ts of Employee Recognition
- Don’t Forget About The Art Of The High Five!
- Don’t Let It Become Boring
- Popularity Contest or Recognition Program?
- Make Sure the Prize is Motivational
Module Eleven: Maintaining Employee Recognition Programs
- Change the Membership
- Include In New Employee Orientation
- Keep Marketing!
- Annual Awards Ceremonies
Module Twelve: Wrapping Up
Requirements
Entry requirements
Students must have basic literacy and numeracy skills.
Minimum education
Open entry. Previous schooling and academic achievements are not required for entry into this course.
Computer requirements
Students will need access to a computer and the internet.
Minimum specifications for the computer are:
Windows:
Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)
MAC/iOS
OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)
All systems
Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)
Students will also need access the following applications:
Adobe Acrobat Reader
Requirements
Entry requirements:
Students must have basic literacy and numeracy skills.
Minimum education:
Open entry. Previous schooling and academic achievements are not required for entry into this course.
Device requirements:
Students will need access to a computer/any device and the internet.
FAQS
1. Who are Courses For Success?
Courses For Success is a course platform that started in 2008
with 5 courses, since then we have grown to over 10,000 online courses.
Our courses span across the following categories:
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3. What is the FREE Personal Success Training Program?
The Personal Success Training Program
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course or bundle purchase this month. This is a limited time offer!
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take this course.
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All our courses are accessible online on any device. You may complete them at your own pace and at your own time.
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After
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please check your junk/spam folder in the event that you do not receive
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10. What is online learning like?
Online learning is easy, if not easier than a traditional academic situation.
By studying an online course, the usual boundaries caused by location and time constraints are eliminated, meaning you are free to study where and when you want at your own pace.
Of course, you will need to be able to self-manage your time and be organized, but with our help, you’ll soon find yourself settling into a comfortable rhythm of study.
11. What computer skills do I need for my course?
You
don't need to be a computer expert to succeed with our online training,
but you should be comfortable typing, using the internet and be capable
of using common software (such as Microsoft word).
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The majority of our courses have unlimited lifetime access, meaning you can access this course whenever you want.
Please also check the course summary, as a small selection of courses have limited access.
13. How long will my course take?
Course duration, is listed under Course Summary
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All the required material for your course is included in the online system, you do not need to buy anything else.
15. Is the course interactive?
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16. Is there an assessment or exam?
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end of your course, you can do this test as many times as you require.
17. What type of certificate will I receive?
You
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Also, include it in your resume/CV, professional social media profiles
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The term “Courses for Success” helped me in my current position to succeed. After completing the courses, I gave my manager the completion certificates. Recently I received a promotion too."
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Thank you Courses for Success for being part of my learning journey and making education affordable!"
Our
completion certificates are very valuable and will help you progress in
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new skills, you might even get a promotion.
18. Will this course be credited by universities?
No, it is not equivalent to a college or university credit.
19. Am I guaranteed to get a job with this certificate?
This course will give you the skills you need to help you obtain employment, but it’s up to you if you get the job or not.
20. How will this course assist me with my career?
Studying
and completing this course will show employers that you have the
knowledge in this field, additionally you will gain more confidence in
this area of expertise.
21. How long is the certificate valid for?
The Certificates are valid for life and do not need renewing.
22. Can I take more than one course at a time?
Courses
are studied online at your own pace and you are free to study as many
or as few courses as you wish, we also offer online course bundles that
allow you to save on additional courses so that you may get all the
topics related to your training goals in one go.
23. What are the Payment Methods available? Is there a payment plan?
We accept payments via PayPal, Credit Card and Bank Transfer.
Payment Plans: We have partnered with Partial.ly, to offer our own in house payment plan. Everyone is Pre-Approved, providing the initial deposit is paid in full.
To pay via bank transfer contact us info@coursesforsuccess.com
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you can customize your own bundle. Please send us the complete list
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email info@coursesforsuccess.com and we will create them for you. *Each course access, time of completion and certification varies depending on the course type.
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You can contact our support team, at any time through live chat on our website, or email at info@coursesforsuccess.com, or by calling one of our phone numbers depending on which country you are in.
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Course Bundles
Looking for specific training for yourself or employees. Choose from our Course Bundles below or build you own Bundle, by adding more courses to your cart. Choose different courses or the same course for multiple staff members and receive volume discounts at checkout.
