About This Course
What you will learn - Apply the Principles of Manager Development to Your Business
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Get BIG Savings with our Ultimate Developing New Managers Online Bundle, 10 Certificate Courses
- Developing New Managers
- Manager Management
- Middle Management
- Coaching and Mentoring
- Developing Corporate Behavior
- Performance Management
- High Performance Teams Inside the Company
- Train The Trainer
- Meeting Management
- Measuring Results from Training
1. Developing New Managers: Apply the Principles of Manager Development to Your Business
Management must be effective for the success of any business. Unfortunately, it is all too easy to overlook the training and development of new managers. When you provide your managers and employees with the skills and tools they need, you will greatly boost morale and strengthen your organization.
With our Developing New Managers course, you will understand the value of investing in employees and developing management. By focusing on development opportunities, your participants will establish a culture that retains top talent and improves succession planning.
By the end of this Developing New Managers Online Short Course, you should be able to:
- Discuss strategies for developing new managers
- Understand the importance of defining a clear management track
- Determine core roles and competencies for managers
- Understand the importance of continuous development for managers
- Apply the principles of manager development to your own organization
2. Manager Management: Transform Your Managers Into Your Greatest Asset
With this course you will be able to provide the skills, guidance, and empowerment to your team of managers. They will then be better suited in leading and motivating their team and thus produce fantastic results. To be a successful manager means having a wide range of skills. Through this course you will be able to disperse your knowledge and experience throughout your leadership team.
Manager Management takes a special type of leader. This course will expand your knowledge and provide a way for you to teach and lead new and experienced managers. As every manager knows that learning never stops, this course will have something for everyone.
By the end of this Manager Management Online Short Course, you will be able to:
- Welcome and orientate new managers
- Learn ways to successfully coach and mentor
- Learn ways to measure and evaluate performance
- How to handle complications
- Communicate between employees and their managers
3. Middle Management: Grow any Business with Great Middle Management Skills
Traditionally, middle managers make up the largest managerial layer in an organization. The Middle Manager is responsible to those above them and those below them. They head a variety of departments and projects. In order for a company to operate smoothly, it is essential that those in middle management be committed to the goals of the organization and understands how to effectively execute these goals.
It is crucial for businesses to focus on these essential managers and provide them with the opportunities to succeed. No matter what the organization's structure or size, it will benefit from employing well-trained middle managers. Having a middle manager understand their role in the organization is very important. They are in communication with a very large percentage of the company, and will have a large impact throughout the organization.
By the end of this Middle Management Online Short Course, you will be able to:
- Define management
- Understand ethics in the workplace
- Manage information and make decisions
- be familiar with the control process
- Use organizational strategies to facilitate change
4. 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.
- Finalize 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.
5. Developing Corporate Behavior: Learn How to Develop a Highly Organized Corporate Behavior
Corporate behavior is an important aspect of any business. The right behavior can cause your company to sky rocket with effective productivity and reputation. Poor behavior can cause a company’s productivity and reputation to plummet. There are many different ways to influence a corporate behavior change, but the first step is to understand what behavior is. How can you change behavior if you don’t know what it is?
In this course we will discuss what behavior is, and what facilitates behavior. By the end of this journey, you should have a good understanding of what corporate behavior is, and how to implement it in your company.
By the end of this Developing Corporate Behavior Online Short Course, you will be able to:
- Understand what behavior is
- Understand the benefits of corporate behavior
- Know what type of behaviors you want to implement in your company
- Know how to implement corporate behaviors
- Know how to maintain corporate behaviors
6. 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
- Recognize the importance of motivation
- Develop a performance journal and performance plan
7. High Performance Teams Inside the Company: Create High Performance Teams That Will Lead to Optimum Productivity
High Performance Teams (Non-remote Workers) are organizations, teams or groups working inside an office environment that are focused on achieving the same goals.
Developing high performing teams instills intrinsic motivation within employees. They find meaning in their work, and this satisfies them more than extrinsic motivators such as commissions. When employees are intrinsically motivated at work, they are less likely to leave the organization. Satisfied employees are loyal, and loyalty reduces turnover. It ensures that only qualified employees staff the organization. Success is assured when qualified employees have a genuine interest in the success of the business.
With our High Performance Teams (Non -remote Workers) Course, you will begin to see how important it is to develop a core set of high performance skills while working in an office locale. By knowing and managing the way people interact in an office setting, you will be positioning your high performance teams for great success!
Course Objectives:
- Understand the benefits of high performance teams
- Address challenges
- Conduct effective meetings
- Be able to see the big picture
- Work collaboratively
- Adequately praise team members
8. Train The Trainer: Deliver Engaging and Compelling Training and Workshops
Whether you are preparing to be a professional trainer, or you are someone who does a bit of training as a part of their job, you always want to be prepared. You will understand that training is a process where skills, knowledge, and attitudes are applied in a unique way.
Our Train-The-Trainer course will provide you the skills to help you deliver engaging and compelling workshops. Skills such as facilitating, needs analysis, and managing tough topics will give you what you require to become a trainer
By the end of this Train The Trainer Online Short Course, you will be able to:
- Define training, facilitating and presenting
- Understand how to identify participants’ training needs
- Create a lesson plan that incorporates the range of learning preferences
- Create an active, engaging learning environment
- Develop visual aids and supporting materials
- Manage difficult participants and tough topics
9. Meeting Management: Learn How To Develop and Implement Meeting Management
This course is designed to give you the basic tools you need to initiate and manage your meetings. You will learn planning and leading techniques that will give you the confidence to run a meeting that will engage the you and leave a positive and lasting impression. Through this course you will learn the needed skills in planning and implementing a successful meeting.
The Meeting Management course will explore how to reduce waste and make meetings more efficient. This is a hands-on Meeting Management Online Short Course and your participation will help make it a valuable experience. Use this time to begin the process of developing your skills to improve your meeting management skills.
This training course is designed to give you the basic tools you need to initiate and manage your meetings. You will learn planning and leading techniques that will give you the confidence to run a meeting that will engage your attendees and leave a positive and lasting impression. This is a hands-on workshop and your participation will help make it a valuable experience. Use this time to begin the process of developing your skills along with other participants who share the same desire to improve their meeting management skills.
By the end of this Meeting Management Online Short Course, you will be able to:
- Plan and prepare
- Identify the participants
- Choose the time and place
- Create the agenda
- Set up the meeting space
- Incorporate your electronic options
- Meeting roles and responsibilities
- Use an agenda
- Chairing a meeting
- Deal with disruptions
- Professionally deal with personality conflicts
- Take minutes
- Make the most of your meetings using games, activities and prizes
10. Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training
Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.
Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.
By the end of this Measuring Results from Training Online Short Course, you will be able to:
- Understand Kolb's learning styles and learning cycle
- Understand Kirkpatrick's level of evaluation
- Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
- Understand when to use each type of evaluation tool
- Be able to perform a needs assessment
- Know how to write learning objectives and link them to evaluation
- Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
- Know how to identify the costs, benefits, and return on investment of training
- Be familiar with the parts of a business case
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
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- 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
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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.
The Ultimate Developing New Managers 10 Course Bundle includes the following courses, below is a summary of each course:
Course 1 - Developing New Managers
Module One: Getting Started
Module Two: Managers are Made, Not Born
- Managers Must Be Developed
- Management Skills Can Be Learned
- Managers Learn by Being Managed Well
- Create a Management Track
Module Three: Create a Management Track
- Clearly Define Roles and Competencies
- Provide Tools
- Identify Candidates Early
- Clearly Define the Management Track
Module Four: Define and Build Competencies
- Clearly Define Competencies Needed
- Identify Strengths
- Identify Development Needs
- Provide Development Opportunities
Module Five: Managers Learn by Being Managed Well
- Pair New Managers with Mentors
- Reward Effective Managers
- Emulate Effective Managers
- Create and Document Best Practices
Module Six: Provide Tools
- Provide Manuals and Policy Documents
- Empower New Managers
- Provide Support
- Provide Training and Development Opportunities
Module Seven: Provide Support
- Encourage Peer Networking
- Establish Resource People
- Encourage Mentor Relationships
- Establish Regular Check Ins
Module Eight: Identify Strong Candidates Early
- Development Begins Early
- Identify Candidates Early
- Identify Candidates Through Reviews
- Develop Those with Management Goals
Module Nine: Clearly Define the Management Track
- Make the Path to Management Clear
- A Clear Track Is a Guidepost
- A Clear Track Ensures Quality Training and Support
- Succession Planning and Change Management
Module Ten: Empower New Managers
- Making Decisions
- Asking for Help
- Support, Don’t Micromanage
- Continuous Growth and Development
Module Eleven: Provide Growth Opportunities
- Provide Continuous Growth Opportunities
- Create a Development Plan
- Provide Regular Feedback
- Encourage Mentoring
Module Twelve: Wrapping Up
Course 2 - Manager Management
Module One - Getting Started
Module Two - Grooming a New Manager
- Set specific goals
- Authority (What they can and can't do)
- Create a shared vision
- The more they learn, the more responsibility they get
Module Three - Coaching and Mentoring (Part 1)
- Writing performance reviews
- Provide clear and timely feedback
- Praise in public, criticise in private
- Make sure your door is always open
Module Four - Coaching and Mentoring (Part 2)
- Offer advice, not the solution
- Create a supportive environment
- Build ownership
- 360 degree feedback
Module Five - Measuring Performance
- Staying within their budget
- Setting measurable objectives
- Skip level feedback
- Collaborate on criteria to be evaluated
Module Six - Motivating Managers
- Provide the needed resources
- Bonuses and incentives
- Give credit for good work
- Keep them challenged
Module Seven - Signs of Poor Management
- Missed deadlines
- Team turnover
- Losing customers
- Little or no growth
Module Eight - Trust Your Team of Managers
- Do not micromanage
- Promote open and honest communication
- Reward initiative
- Trust, but verify
Module Nine - When an Employee Complains about their Manager
- Keep the information confidential
- Gather information from both sides
- Coach or delegate the solution
- Follow-up with the manager or employee
Module Ten - When do You Step In?
- Unsafe or dangerous events
- Legal ramifications
- Severe financial costs
- Repeated failures after coaching has occurred
Module Eleven - Remember these Basic Qualities
- Express confidence in their abilities
- Practice what you preach
- Have an open door
- Their success is your success
Module Twelve - Wrapping Up
Course 3 - Middle Management
Module One - Getting Started
Module Two - Introduction to Management
- What is management?
- What do managers do?
- What does it take to be a manager?
- Why does management matter?
Module Three - Ethics and Social Responsibility
- What is ethical workplace behavior?
- What is unethical workplace behavior?
- How to make ethical decisions
- What is social responsibility?
Module Four - Managing Information
- Why information matters
- Strategic importance of information
- Characteristics and costs of useful information
- Getting and sharing information
Module Five - Decision-Making
- What is rational decision-making?
- Steps to rational decision-making
- Limits to rational decision-making
- Improving decision-making
Module Six - Control
- Basics of control
- The control process
- Is control necesary or possible?
- How and what to control
- Control methods
Module Seven - Organisational Strategy
- Basics of organisational strategy
- Sustainable competitive advantage
- Strategy-making process
- Corporate, industry, firm level strategies
Module Eight - Innovation and Change
- Organisational innovation
- Why innovation matters
- Managing innovation
- Organisational change
- Why change occurs and why it matters
- Managing change
Module Nine - Organisational Structures and Process
- Departmentalisation
- Organisational authority
- Job design
- Designing organisational process
Module Ten - Managing Teams
- The good and the bad of using teams
- Kinds of teams
- Work team characteristics
- Enhancing work team effectiveness
- Steps
Module Eleven - Motivation and Leadership
- Basics of motivation
- Equity theory
- Expectancy theory
- What is leadership?
- Situational leadership
- Strategic leadership
Module Twelve - Wrapping Up
Course 4 - 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 5 - Developing Corporate Behavior
Module One: Getting Started
Module Two: The Science of
- What is Behavior?
- Psychology
- Sociology
- Anthropology
Module Three: Benefits for Corporate Behavior
- Employee Safety
- Conservation of Materials
- Engagement
- Improved Employee Performance
Module Four: Most Common Categories of Corporate Behavior
- Managerial Structure
- Values and Ethics
- Employee Accountability
- Workplace Incidents
Module Five: Managerial Structure
- Clearly Defined Management
- Qualified Management Team
- Obvious Advancement Path
- Apparent Grievance Procedures
Module Six: Company Values and Ethics
- Environmental
- Charity and Community Outreach
- Integrity
- Diversity
Module Seven: Employee Accountability
- Attitude
- Attendance
- Honesty
- Substance Abuse & Workplace Violence
Module Eight: Workplace Incidents
- Safety
- Prejudice & Discrimination
- Vandalism & Theft
- Harassment or Bullying
Module Nine: Designing and Implementing
- Group Planning
- Define Preferred Organizational Behaviors
- Hiring
- Training Employees
Module Ten: Corporate Team Behavior
- Team Building
- Better Communication
- Conflict Resolution
- to the Company and the Department
Module Eleven: Auditing Corporate Behavior
- Affirm Ethical Behavior
- Investigate and Review Reported Incidents
- Determine Progress
- Get Employee Feedback & Revise
Module Twelve: Wrapping Up
Course 6 - 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 7 - High Performance Teams Inside the Company
Module One: Getting Started
- Course Objectives
Module Two: The Benefits of High Performance Teams
- Creates Loyalty
- Optimum Productivity
- Collaboration
- Creates Visibility
Module Three: Challenges of High Performance Teams
- Can Create Competition
- High Turnover Rate
- Negative Focus on Productivity
- Fear of Failure
Module Four: How to Build and Lead High Performance Teams
- Promote Understanding
- Provide Adequate Knowledge
- Facilitate Effective Interaction
- Conduct Effective Meetings
Module Five: Characteristics of High Performance Teams
- Understand the Big Picture
- Have Common Goals
- Work Collaboratively
- Produce Quality Results
Module Six: Roles of an Effective Team Leader
- Provides Adequate Training
- Timely, Constructive Feedback
- Views Mistakes as Opportunities
- Environment of Problem-solving
Module Seven: Leading High Performance Teams (I)
- Vision
- Patience
- Humility
- Humor
Module Eight: Leading High Performance Teams (II)
- Courage
- Compliance
- Tolerance
- Gratitude
Module Nine: Ideas for Motivating High Performance Teams
- Let Employees Be Idealists
- No Negative Criticism
- Give Ample Praise
- Have Lunch with Each Employee
Module Ten: Steps to Retaining High Performers
- Give Them Visibility
- Keep Them Entertained
- Reward Them
- Provide Them with Mentors
Module Eleven: Augmenting Team Performance
- Authority
- Ask Questions
- Quickly Resolve Differences
- Practice Unanimity
Module Twelve: Wrapping Up
Course 8 - Train The Trainer
Module One: Getting Started
Module Two: Understanding Training and Facilitation
- What is Training?
- What is Facilitation?
- Identifying Appropriate Situations for Each
Module Three: Gathering Materials
- Identifying Participants' Needs
- Reviewing the Materials
- Identifying and Resolving Gaps
Module Four: Creating a Lesson Plan
- Planning for the Basics
- Adding Slack Time
- Creating a Plan B
- A Take-Home Template
Module Five: Choosing Activities
- Types of Activities
- Creating a Tickle Trunk
- What To Do When Games Go Wrong
Module Six: Preparing for the Workshop
- Creating a Materials List
- Gathering Participant Information
- Setting up the Physical Location
Module Seven: Getting off on the Right Foot
- Greeting Participants
- Being Prepared
- Using Icebreakers
Module Eight: Delivery Tips and Tricks
- Using Visual Aids
- Creating Supporting Materials
- Gauging When It's Time For A Break
Module Nine: Keeping it Interactive
- Encouraging Discussion
- Using Group Work
- The Power of Post-It Notes
Module Ten: Dealing with Difficult Participants
- The Ground Rules
- Challenges and Solutions
- Handling Interruptions
Module Eleven: Tackling Tough Topics
- Tough Stuff to Watch Out For
- Adjusting Your Material for a Sensitive Issue
- Dealing with Sensitive Issues in the Workshop
Module Twelve: Wrapping Up
Course 9 - Meeting Management
Module One - Getting Started
Module Two - Planning and Preparing (Part 1)
- Identifying the Participants
- Choosing the Time and Place
- Creating the Agenda
Module Three - Planning and Preparing (Part 2)
- Lesson One: Gathering Materials
- Lesson Two: Sending Invitations
- Lesson Three: Making Logistical Arrangements
Module Four - Setting up the Meeting Space
- Lesson One: The Basic Essentials
- Lesson Two: The Extra Touches
- Lesson Three: Choosing a Physical Arrangement
Module Five - Electronic Options
- Lesson One: Overview of Choices Available
- Lesson Two: Things to Consider
- Lesson Three: Making a Final Decision
Module Six - Meeting Roles and Responsibilities
- Lesson One: The Chairperson
- Lesson Two: The Minute Taker
- Lesson Three: The Attendees
- Lesson Four: Variations for Large and Small Meetings
Module Seven - Chairing a Meeting (Part 1)
- Lesson One: Getting Off On the Right Foot
- Lesson Two: The Role of The Agenda
- Lesson Three: Using a Parking Lot
Module Eight - Chairing a Meeting (Part 2)
- Lesson One: Keeping the Meeting on Track
- Lesson Two: Dealing with Overtime
- Lesson Three: Holding Participants Accountable
Module Nine - Dealing with Disruptions
- Lesson One: Running In and Out
- Lesson Two: Cell Phone and PDA Ringing
- Lesson Three: Off On a Tangent
- Lesson Four: Personality Conflict
Module Ten - Taking Minutes
- Lesson One: What are Minutes?
- Lesson Two: What Do I Record?
Module Eleven - Making the Most of your Meeting
- Lesson One: The 50 Minute Meeting
- Lesson Two: Using Games
- Lesson Three: Giving Prizes
- Lesson Four: Stuffed Magic
Module Twelve - Wrapping Up
Course 10 - Measuring Results from Training
Module One - Getting Started
Module Two: Kolb's Learning Styles
- Lesson One: The Four-stage process
- Lesson Two: Accommodators
- Lesson Three: Divergers
- Lesson Four: Convergers
- Lesson Five: Assimilators
Module Three: Kirkpatrick's Level of Evaluation
- Lesson One: Overview
- Lesson Two: Level One: Reactions
- Lesson Three: Level Two: Learning
- Lesson Four: Level Three: Behavior
- Lesson Five: Level Four: Results
Module Four: Types of Measurement Tools
- Lesson One: Goal setting
- Lesson Two: Self-evaluations
- Lesson Three: Peer evaluations
- Lesson Four: Supervisor evaluations
- Lesson Five: High-Level evaluations
Module Five: Focusing the Training
- Lesson One: Performing a Needs Assessment
- Lesson Two: Creating Learning Objectives
- Lesson Three: Drilling Down Into Content
Module Six: Creating an Evaluation Plan
- Lesson One: What Will We Evaluate?
- Lesson Two: When Will the Evaluation be Completed?
- Lesson Three: How will we evaluate it?
- Lesson Four: Who will perform the evaluation?
Module Seven: Assessing Learning before Training
- Lesson One: Workplace Observation
- Lesson Two: Objectives Assessment
Module Eight - Assessing Learning during Training
- Reviewing learning objectives
- Performing hip-pocket assessments
- Quizzes and tests
- Skill assessments
Module Nine - Assessing Learning after Training
- Evaluation timelines
- Learning journal
- Goal setting
- Additional methods of evaluation
Module Ten - The Long Term View
- Creating a long term evaluation plan
- Methods of evaluation
- Documenting lessons learned
Module Eleven - Calculating the Return on Investment (ROI)
- A basic ROI formula
- Identifying and measuring tangible benefits
- Identifying and measuring intangible benefits
- Calculating total costs
- Making a business case
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?
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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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Yes, we have a 7-day money-back refund policy.
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The Personal Success Training Program
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you do not require a High School Diploma or to have finished school to
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you have internet access you can start this course whenever you like,
just go to the login page and insert your username and password and you
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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.
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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.
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Course duration, is listed under Course Summary
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you will be required to complete a multiple-choice test online at the
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Ultimate Developing New Managers Online Bundle, 10 Certificate Courses
Become A Competent And Effective Manager
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Course Summary
- Delivery: Online
- Access: Unlimited Lifetime
- Time: Study at your own pace
- Duration: 6 to 8 hours per course
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- Qualification: Certificate
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About This Course
What you will learn - Apply the Principles of Manager Development to Your Business
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Get BIG Savings with our Ultimate Developing New Managers Online Bundle, 10 Certificate Courses
- Developing New Managers
- Manager Management
- Middle Management
- Coaching and Mentoring
- Developing Corporate Behavior
- Performance Management
- High Performance Teams Inside the Company
- Train The Trainer
- Meeting Management
- Measuring Results from Training
1. Developing New Managers: Apply the Principles of Manager Development to Your Business
Management must be effective for the success of any business. Unfortunately, it is all too easy to overlook the training and development of new managers. When you provide your managers and employees with the skills and tools they need, you will greatly boost morale and strengthen your organization.
With our Developing New Managers course, you will understand the value of investing in employees and developing management. By focusing on development opportunities, your participants will establish a culture that retains top talent and improves succession planning.
By the end of this Developing New Managers Online Short Course, you should be able to:
- Discuss strategies for developing new managers
- Understand the importance of defining a clear management track
- Determine core roles and competencies for managers
- Understand the importance of continuous development for managers
- Apply the principles of manager development to your own organization
2. Manager Management: Transform Your Managers Into Your Greatest Asset
With this course you will be able to provide the skills, guidance, and empowerment to your team of managers. They will then be better suited in leading and motivating their team and thus produce fantastic results. To be a successful manager means having a wide range of skills. Through this course you will be able to disperse your knowledge and experience throughout your leadership team.
Manager Management takes a special type of leader. This course will expand your knowledge and provide a way for you to teach and lead new and experienced managers. As every manager knows that learning never stops, this course will have something for everyone.
By the end of this Manager Management Online Short Course, you will be able to:
- Welcome and orientate new managers
- Learn ways to successfully coach and mentor
- Learn ways to measure and evaluate performance
- How to handle complications
- Communicate between employees and their managers
3. Middle Management: Grow any Business with Great Middle Management Skills
Traditionally, middle managers make up the largest managerial layer in an organization. The Middle Manager is responsible to those above them and those below them. They head a variety of departments and projects. In order for a company to operate smoothly, it is essential that those in middle management be committed to the goals of the organization and understands how to effectively execute these goals.
It is crucial for businesses to focus on these essential managers and provide them with the opportunities to succeed. No matter what the organization's structure or size, it will benefit from employing well-trained middle managers. Having a middle manager understand their role in the organization is very important. They are in communication with a very large percentage of the company, and will have a large impact throughout the organization.
By the end of this Middle Management Online Short Course, you will be able to:
- Define management
- Understand ethics in the workplace
- Manage information and make decisions
- be familiar with the control process
- Use organizational strategies to facilitate change
4. 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.
- Finalize 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.
5. Developing Corporate Behavior: Learn How to Develop a Highly Organized Corporate Behavior
Corporate behavior is an important aspect of any business. The right behavior can cause your company to sky rocket with effective productivity and reputation. Poor behavior can cause a company’s productivity and reputation to plummet. There are many different ways to influence a corporate behavior change, but the first step is to understand what behavior is. How can you change behavior if you don’t know what it is?
In this course we will discuss what behavior is, and what facilitates behavior. By the end of this journey, you should have a good understanding of what corporate behavior is, and how to implement it in your company.
By the end of this Developing Corporate Behavior Online Short Course, you will be able to:
- Understand what behavior is
- Understand the benefits of corporate behavior
- Know what type of behaviors you want to implement in your company
- Know how to implement corporate behaviors
- Know how to maintain corporate behaviors
6. 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
- Recognize the importance of motivation
- Develop a performance journal and performance plan
7. High Performance Teams Inside the Company: Create High Performance Teams That Will Lead to Optimum Productivity
High Performance Teams (Non-remote Workers) are organizations, teams or groups working inside an office environment that are focused on achieving the same goals.
Developing high performing teams instills intrinsic motivation within employees. They find meaning in their work, and this satisfies them more than extrinsic motivators such as commissions. When employees are intrinsically motivated at work, they are less likely to leave the organization. Satisfied employees are loyal, and loyalty reduces turnover. It ensures that only qualified employees staff the organization. Success is assured when qualified employees have a genuine interest in the success of the business.
With our High Performance Teams (Non -remote Workers) Course, you will begin to see how important it is to develop a core set of high performance skills while working in an office locale. By knowing and managing the way people interact in an office setting, you will be positioning your high performance teams for great success!
Course Objectives:
- Understand the benefits of high performance teams
- Address challenges
- Conduct effective meetings
- Be able to see the big picture
- Work collaboratively
- Adequately praise team members
8. Train The Trainer: Deliver Engaging and Compelling Training and Workshops
Whether you are preparing to be a professional trainer, or you are someone who does a bit of training as a part of their job, you always want to be prepared. You will understand that training is a process where skills, knowledge, and attitudes are applied in a unique way.
Our Train-The-Trainer course will provide you the skills to help you deliver engaging and compelling workshops. Skills such as facilitating, needs analysis, and managing tough topics will give you what you require to become a trainer
By the end of this Train The Trainer Online Short Course, you will be able to:
- Define training, facilitating and presenting
- Understand how to identify participants’ training needs
- Create a lesson plan that incorporates the range of learning preferences
- Create an active, engaging learning environment
- Develop visual aids and supporting materials
- Manage difficult participants and tough topics
9. Meeting Management: Learn How To Develop and Implement Meeting Management
This course is designed to give you the basic tools you need to initiate and manage your meetings. You will learn planning and leading techniques that will give you the confidence to run a meeting that will engage the you and leave a positive and lasting impression. Through this course you will learn the needed skills in planning and implementing a successful meeting.
The Meeting Management course will explore how to reduce waste and make meetings more efficient. This is a hands-on Meeting Management Online Short Course and your participation will help make it a valuable experience. Use this time to begin the process of developing your skills to improve your meeting management skills.
This training course is designed to give you the basic tools you need to initiate and manage your meetings. You will learn planning and leading techniques that will give you the confidence to run a meeting that will engage your attendees and leave a positive and lasting impression. This is a hands-on workshop and your participation will help make it a valuable experience. Use this time to begin the process of developing your skills along with other participants who share the same desire to improve their meeting management skills.
By the end of this Meeting Management Online Short Course, you will be able to:
- Plan and prepare
- Identify the participants
- Choose the time and place
- Create the agenda
- Set up the meeting space
- Incorporate your electronic options
- Meeting roles and responsibilities
- Use an agenda
- Chairing a meeting
- Deal with disruptions
- Professionally deal with personality conflicts
- Take minutes
- Make the most of your meetings using games, activities and prizes
10. Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training
Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.
Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.
By the end of this Measuring Results from Training Online Short Course, you will be able to:
- Understand Kolb's learning styles and learning cycle
- Understand Kirkpatrick's level of evaluation
- Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
- Understand when to use each type of evaluation tool
- Be able to perform a needs assessment
- Know how to write learning objectives and link them to evaluation
- Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
- Know how to identify the costs, benefits, and return on investment of training
- Be familiar with the parts of a business case
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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
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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.
The Ultimate Developing New Managers 10 Course Bundle includes the following courses, below is a summary of each course:
Course 1 - Developing New Managers
Module One: Getting Started
Module Two: Managers are Made, Not Born
- Managers Must Be Developed
- Management Skills Can Be Learned
- Managers Learn by Being Managed Well
- Create a Management Track
Module Three: Create a Management Track
- Clearly Define Roles and Competencies
- Provide Tools
- Identify Candidates Early
- Clearly Define the Management Track
Module Four: Define and Build Competencies
- Clearly Define Competencies Needed
- Identify Strengths
- Identify Development Needs
- Provide Development Opportunities
Module Five: Managers Learn by Being Managed Well
- Pair New Managers with Mentors
- Reward Effective Managers
- Emulate Effective Managers
- Create and Document Best Practices
Module Six: Provide Tools
- Provide Manuals and Policy Documents
- Empower New Managers
- Provide Support
- Provide Training and Development Opportunities
Module Seven: Provide Support
- Encourage Peer Networking
- Establish Resource People
- Encourage Mentor Relationships
- Establish Regular Check Ins
Module Eight: Identify Strong Candidates Early
- Development Begins Early
- Identify Candidates Early
- Identify Candidates Through Reviews
- Develop Those with Management Goals
Module Nine: Clearly Define the Management Track
- Make the Path to Management Clear
- A Clear Track Is a Guidepost
- A Clear Track Ensures Quality Training and Support
- Succession Planning and Change Management
Module Ten: Empower New Managers
- Making Decisions
- Asking for Help
- Support, Don’t Micromanage
- Continuous Growth and Development
Module Eleven: Provide Growth Opportunities
- Provide Continuous Growth Opportunities
- Create a Development Plan
- Provide Regular Feedback
- Encourage Mentoring
Module Twelve: Wrapping Up
Course 2 - Manager Management
Module One - Getting Started
Module Two - Grooming a New Manager
- Set specific goals
- Authority (What they can and can't do)
- Create a shared vision
- The more they learn, the more responsibility they get
Module Three - Coaching and Mentoring (Part 1)
- Writing performance reviews
- Provide clear and timely feedback
- Praise in public, criticise in private
- Make sure your door is always open
Module Four - Coaching and Mentoring (Part 2)
- Offer advice, not the solution
- Create a supportive environment
- Build ownership
- 360 degree feedback
Module Five - Measuring Performance
- Staying within their budget
- Setting measurable objectives
- Skip level feedback
- Collaborate on criteria to be evaluated
Module Six - Motivating Managers
- Provide the needed resources
- Bonuses and incentives
- Give credit for good work
- Keep them challenged
Module Seven - Signs of Poor Management
- Missed deadlines
- Team turnover
- Losing customers
- Little or no growth
Module Eight - Trust Your Team of Managers
- Do not micromanage
- Promote open and honest communication
- Reward initiative
- Trust, but verify
Module Nine - When an Employee Complains about their Manager
- Keep the information confidential
- Gather information from both sides
- Coach or delegate the solution
- Follow-up with the manager or employee
Module Ten - When do You Step In?
- Unsafe or dangerous events
- Legal ramifications
- Severe financial costs
- Repeated failures after coaching has occurred
Module Eleven - Remember these Basic Qualities
- Express confidence in their abilities
- Practice what you preach
- Have an open door
- Their success is your success
Module Twelve - Wrapping Up
Course 3 - Middle Management
Module One - Getting Started
Module Two - Introduction to Management
- What is management?
- What do managers do?
- What does it take to be a manager?
- Why does management matter?
Module Three - Ethics and Social Responsibility
- What is ethical workplace behavior?
- What is unethical workplace behavior?
- How to make ethical decisions
- What is social responsibility?
Module Four - Managing Information
- Why information matters
- Strategic importance of information
- Characteristics and costs of useful information
- Getting and sharing information
Module Five - Decision-Making
- What is rational decision-making?
- Steps to rational decision-making
- Limits to rational decision-making
- Improving decision-making
Module Six - Control
- Basics of control
- The control process
- Is control necesary or possible?
- How and what to control
- Control methods
Module Seven - Organisational Strategy
- Basics of organisational strategy
- Sustainable competitive advantage
- Strategy-making process
- Corporate, industry, firm level strategies
Module Eight - Innovation and Change
- Organisational innovation
- Why innovation matters
- Managing innovation
- Organisational change
- Why change occurs and why it matters
- Managing change
Module Nine - Organisational Structures and Process
- Departmentalisation
- Organisational authority
- Job design
- Designing organisational process
Module Ten - Managing Teams
- The good and the bad of using teams
- Kinds of teams
- Work team characteristics
- Enhancing work team effectiveness
- Steps
Module Eleven - Motivation and Leadership
- Basics of motivation
- Equity theory
- Expectancy theory
- What is leadership?
- Situational leadership
- Strategic leadership
Module Twelve - Wrapping Up
Course 4 - 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 5 - Developing Corporate Behavior
Module One: Getting Started
Module Two: The Science of
- What is Behavior?
- Psychology
- Sociology
- Anthropology
Module Three: Benefits for Corporate Behavior
- Employee Safety
- Conservation of Materials
- Engagement
- Improved Employee Performance
Module Four: Most Common Categories of Corporate Behavior
- Managerial Structure
- Values and Ethics
- Employee Accountability
- Workplace Incidents
Module Five: Managerial Structure
- Clearly Defined Management
- Qualified Management Team
- Obvious Advancement Path
- Apparent Grievance Procedures
Module Six: Company Values and Ethics
- Environmental
- Charity and Community Outreach
- Integrity
- Diversity
Module Seven: Employee Accountability
- Attitude
- Attendance
- Honesty
- Substance Abuse & Workplace Violence
Module Eight: Workplace Incidents
- Safety
- Prejudice & Discrimination
- Vandalism & Theft
- Harassment or Bullying
Module Nine: Designing and Implementing
- Group Planning
- Define Preferred Organizational Behaviors
- Hiring
- Training Employees
Module Ten: Corporate Team Behavior
- Team Building
- Better Communication
- Conflict Resolution
- to the Company and the Department
Module Eleven: Auditing Corporate Behavior
- Affirm Ethical Behavior
- Investigate and Review Reported Incidents
- Determine Progress
- Get Employee Feedback & Revise
Module Twelve: Wrapping Up
Course 6 - 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 7 - High Performance Teams Inside the Company
Module One: Getting Started
- Course Objectives
Module Two: The Benefits of High Performance Teams
- Creates Loyalty
- Optimum Productivity
- Collaboration
- Creates Visibility
Module Three: Challenges of High Performance Teams
- Can Create Competition
- High Turnover Rate
- Negative Focus on Productivity
- Fear of Failure
Module Four: How to Build and Lead High Performance Teams
- Promote Understanding
- Provide Adequate Knowledge
- Facilitate Effective Interaction
- Conduct Effective Meetings
Module Five: Characteristics of High Performance Teams
- Understand the Big Picture
- Have Common Goals
- Work Collaboratively
- Produce Quality Results
Module Six: Roles of an Effective Team Leader
- Provides Adequate Training
- Timely, Constructive Feedback
- Views Mistakes as Opportunities
- Environment of Problem-solving
Module Seven: Leading High Performance Teams (I)
- Vision
- Patience
- Humility
- Humor
Module Eight: Leading High Performance Teams (II)
- Courage
- Compliance
- Tolerance
- Gratitude
Module Nine: Ideas for Motivating High Performance Teams
- Let Employees Be Idealists
- No Negative Criticism
- Give Ample Praise
- Have Lunch with Each Employee
Module Ten: Steps to Retaining High Performers
- Give Them Visibility
- Keep Them Entertained
- Reward Them
- Provide Them with Mentors
Module Eleven: Augmenting Team Performance
- Authority
- Ask Questions
- Quickly Resolve Differences
- Practice Unanimity
Module Twelve: Wrapping Up
Course 8 - Train The Trainer
Module One: Getting Started
Module Two: Understanding Training and Facilitation
- What is Training?
- What is Facilitation?
- Identifying Appropriate Situations for Each
Module Three: Gathering Materials
- Identifying Participants' Needs
- Reviewing the Materials
- Identifying and Resolving Gaps
Module Four: Creating a Lesson Plan
- Planning for the Basics
- Adding Slack Time
- Creating a Plan B
- A Take-Home Template
Module Five: Choosing Activities
- Types of Activities
- Creating a Tickle Trunk
- What To Do When Games Go Wrong
Module Six: Preparing for the Workshop
- Creating a Materials List
- Gathering Participant Information
- Setting up the Physical Location
Module Seven: Getting off on the Right Foot
- Greeting Participants
- Being Prepared
- Using Icebreakers
Module Eight: Delivery Tips and Tricks
- Using Visual Aids
- Creating Supporting Materials
- Gauging When It's Time For A Break
Module Nine: Keeping it Interactive
- Encouraging Discussion
- Using Group Work
- The Power of Post-It Notes
Module Ten: Dealing with Difficult Participants
- The Ground Rules
- Challenges and Solutions
- Handling Interruptions
Module Eleven: Tackling Tough Topics
- Tough Stuff to Watch Out For
- Adjusting Your Material for a Sensitive Issue
- Dealing with Sensitive Issues in the Workshop
Module Twelve: Wrapping Up
Course 9 - Meeting Management
Module One - Getting Started
Module Two - Planning and Preparing (Part 1)
- Identifying the Participants
- Choosing the Time and Place
- Creating the Agenda
Module Three - Planning and Preparing (Part 2)
- Lesson One: Gathering Materials
- Lesson Two: Sending Invitations
- Lesson Three: Making Logistical Arrangements
Module Four - Setting up the Meeting Space
- Lesson One: The Basic Essentials
- Lesson Two: The Extra Touches
- Lesson Three: Choosing a Physical Arrangement
Module Five - Electronic Options
- Lesson One: Overview of Choices Available
- Lesson Two: Things to Consider
- Lesson Three: Making a Final Decision
Module Six - Meeting Roles and Responsibilities
- Lesson One: The Chairperson
- Lesson Two: The Minute Taker
- Lesson Three: The Attendees
- Lesson Four: Variations for Large and Small Meetings
Module Seven - Chairing a Meeting (Part 1)
- Lesson One: Getting Off On the Right Foot
- Lesson Two: The Role of The Agenda
- Lesson Three: Using a Parking Lot
Module Eight - Chairing a Meeting (Part 2)
- Lesson One: Keeping the Meeting on Track
- Lesson Two: Dealing with Overtime
- Lesson Three: Holding Participants Accountable
Module Nine - Dealing with Disruptions
- Lesson One: Running In and Out
- Lesson Two: Cell Phone and PDA Ringing
- Lesson Three: Off On a Tangent
- Lesson Four: Personality Conflict
Module Ten - Taking Minutes
- Lesson One: What are Minutes?
- Lesson Two: What Do I Record?
Module Eleven - Making the Most of your Meeting
- Lesson One: The 50 Minute Meeting
- Lesson Two: Using Games
- Lesson Three: Giving Prizes
- Lesson Four: Stuffed Magic
Module Twelve - Wrapping Up
Course 10 - Measuring Results from Training
Module One - Getting Started
Module Two: Kolb's Learning Styles
- Lesson One: The Four-stage process
- Lesson Two: Accommodators
- Lesson Three: Divergers
- Lesson Four: Convergers
- Lesson Five: Assimilators
Module Three: Kirkpatrick's Level of Evaluation
- Lesson One: Overview
- Lesson Two: Level One: Reactions
- Lesson Three: Level Two: Learning
- Lesson Four: Level Three: Behavior
- Lesson Five: Level Four: Results
Module Four: Types of Measurement Tools
- Lesson One: Goal setting
- Lesson Two: Self-evaluations
- Lesson Three: Peer evaluations
- Lesson Four: Supervisor evaluations
- Lesson Five: High-Level evaluations
Module Five: Focusing the Training
- Lesson One: Performing a Needs Assessment
- Lesson Two: Creating Learning Objectives
- Lesson Three: Drilling Down Into Content
Module Six: Creating an Evaluation Plan
- Lesson One: What Will We Evaluate?
- Lesson Two: When Will the Evaluation be Completed?
- Lesson Three: How will we evaluate it?
- Lesson Four: Who will perform the evaluation?
Module Seven: Assessing Learning before Training
- Lesson One: Workplace Observation
- Lesson Two: Objectives Assessment
Module Eight - Assessing Learning during Training
- Reviewing learning objectives
- Performing hip-pocket assessments
- Quizzes and tests
- Skill assessments
Module Nine - Assessing Learning after Training
- Evaluation timelines
- Learning journal
- Goal setting
- Additional methods of evaluation
Module Ten - The Long Term View
- Creating a long term evaluation plan
- Methods of evaluation
- Documenting lessons learned
Module Eleven - Calculating the Return on Investment (ROI)
- A basic ROI formula
- Identifying and measuring tangible benefits
- Identifying and measuring intangible benefits
- Calculating total costs
- Making a business case
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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