Categories

Creating a Winning Workforce: Becoming an Effective Manager

SKU: 497
$33.25

Communication: Effective Workplace Skills

Being good at one's job does not automatically make one an effective manager. Managing employees is more about human relations than specific products or services. It may not always be easy, but it can be very rewarding.

Organizations want to get the most out of their employees. Employees want to get the most out of their work. A manager’s job is to effectively balance these competing and often conflicting interests. This isn’t always easy because organizations and employees view managers in very different ways.

Organization: “Productivity is not the responsibility of the worker but of the manager.”

Employees: “Management mostly consists of making it difficult for people to get their work done.”

Nevertheless, it’s a manager’s job to walk the line and help organizations and employees each achieve their respective goals. This requires dedication, hard work and understanding the fundamentals of management. This course will teach you how to create a winning workforce by becoming an effective manager.

TARGET AUDIENCE
Managers, Supervisors, Human Resources and Other Business Professionals

TIME TO COMPLETE
210 – 225 minutes

PURPOSE
To teach the fundamentals of creating a winning workforce by becoming an effective manager.

LEARNING OBJECTIVES
After completing this course, the learner will be able to:

Become an effective manager by:

  • getting the work done;
  • developing employees; and
  • creating a network of influence.

Motivate employees by:

  • creating a motivating environment;
  • respecting employees; and
  • investing in long-term goals.

Delegate effectively by:

  • defining the task;
  • delegating the task; and
  • assuring results.

If you're not completely satisfied with the quality of our courses, we will refund your money - guaranteed. Click here for detailsTOPICS COVERED

  1. Focusing on organizational goals and managing workflow
  2. Managing workflow and being decisive
  3. Creating a healthy work environment and understanding the performance cycle
  4. Coaching, listening and empowering employees
  5. Influencing peers and making your boss look good
  6. Providing purpose, challenge and a positive environment
  7. Clarifying expectations
  8. Assessing and adjusting the work environment
  9. Honoring individuality and cultivating autonomy
  10. Earning trust and strengthening motivational roots
  11. Going the extra mile and leading proactively
  12. Identifying desired results and providing context
  13. Determining necessary competencies
  14. Planning the discussion and outlining requirements
  15. Transferring responsibility and authority
  16. Agreeing on an approach and confirming understanding
  17. Monitoring progress and assessing outcomes

FORMS INCLUDED
The following forms and documents can be downloaded and printed:

  • Aligning Purposes Form
  • Delegating Performance Feedback Form
  • Delegation Discussion Checklist
  • Delegation Follow-Up and Feedback Form
  • Delegation Planning Worksheet
  • Employee Effectiveness Evaluation Form
  • Management Performance Feedback Form
  • Motivating Personality Types
  • Motivation Performance Feedback Form
  • Motivational Tips
  • Priority Matrix
  • Work Process Flow Chart
  • Worksheet for Giving Feedback

ACCREDITATION
HRCI logo HR CERTIFICATION INSTITUTE

This program has been approved for 3.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.  For more information about certification or recertification, visit the HR Certification Institute homepage at www.hrci.org.

(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)

SHRM logo SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 3.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.


Creating a Winning Workforce: Becoming an Effective Manager

Table of Contents

  • Chapter 1: Instructions
    • THE HUMAN EQUATION, INC. - TERMS OF USE
      • Page 1, 2
  • Course Objectives
  • Chapter 2: Introduction
    • Introduction
      • Page 3, 4, 5, 6
  • Chapter 3: Becoming an Effective Manager (Part I)
    • Page 7
    • The Opportunity
      • Page 8
    • Assumptions
      • Page 9
    • Lessons
      • Page 10
  • Chapter 4: Getting the Work Done
    • Getting the Work Done
      • Page 11
    • Lesson 1: Focus on the Organization's Goals
      • Page 12
    • Know and Communicate Goals and Desired Results
      • Page 13
    • Understand Your Supervisor's Expectations
      • Page 14
    • Keep Employees on Track
      • Page 15
    • Keep Paperwork Timely
      • Page 16
    • Lesson 2: Manage Workflow
      • Page 17
    • Assess Priorities
      • Page 18
    • Anticipate Problems
      • Page 19, 20, 21
    • Seek Better Solutions
      • Page 22
    • Steps to Finding Solutions
      • Page 23, 24
    • Maintain What Works
      • Page 25
    • Meet Deadlines
      • Page 26
    • Lesson 3: Be Decisive
      • Page 27
    • Understanding Issues and Problems
      • Page 28
    • Seeking Appropriate Input
      • Page 29
    • Making Timely Decisions
      • Page 30
    • Lesson 4: Create a Healthy Work Environment
      • Page 31
    • Assess the Physical Environment
      • Page 32
    • Support an Emotional Environment
      • Page 33
    • Getting the Work Done: Summary
      • Page 34, 35, 36, 37, 38, 39
  • Chapter 5: Developing Employees
    • Developing Employees
      • Page 40
    • Lesson 5: Understand the Performance Cycle
      • Page 41
    • Define and Communicate Expectations
      • Page 42
    • Fit the Employee to the Job
      • Page 43
    • Provide for Employee Input
      • Page 44
    • Establish Evaluation Strategies
      • Page 45
    • Lesson 6: Coach Employees
      • Page 46
    • Provide Feedback
      • Page 47
    • Motivate Employees
      • Page 48
    • Identify and Fix Weaknesses
      • Page 49
    • Communicate Opportunities for Improvement
      • Page 50
    • Capitalize on Talents
      • Page 51
    • Lesson 7: Listen to Employees
      • Page 52
    • Improve Listening Skills
      • Page 53, 54, 55, 56, 57
    • Maintain an Open Door Policy
      • Page 58
    • Take Employee Complaints Seriously
      • Page 59
    • Resolve Issues Quickly
      • Page 60
    • Lesson 8: Empower Employees
      • Page 61
    • Let Employees Function
      • Page 62
    • Encourage Employee Decision-Making
      • Page 63
    • Promote Teamwork
      • Page 64
    • Developing Employees: Summary
      • Page 65, 66, 67, 68, 69, 70
  • Chapter 6: Creating a Network of Influence
    • A Network of Influence
      • Page 71
    • Lesson 9: Make Your Boss Look Good
      • Page 72
    • Work with the Team to Achieve Goals
      • Page 73
    • Provide Regular Updates and Progress Reports
      • Page 74
    • Alert Your Boss to Problems
      • Page 75
    • Speak No Evil
      • Page 76
    • Lesson 10: Influence Your Peers
      • Page 77
    • Sell Innovative Ideas
      • Page 78
    • Respect Boundaries
      • Page 79
    • Creating a Network of Influence: Summary
      • Page 80, 81, 82, 83, 84, 85
  • Chapter 7: Becoming an Effective Manager: Conclusion (Part I)
    • Conclusion
      • Page 86
    • Pitfalls
      • Page 87
    • Indicators of Success
      • Page 88, 89, 90, 91, 92, 93, 94, 95, 96, 97, 98
  • Chapter 8: Motivating Employees (Part II)
    • Page 99
    • Introduction
      • Page 100
    • The Opportunity
      • Page 101
    • Assumptions
      • Page 102
    • Effectiveness Indicators
      • Page 103, 104, 105
    • Lessons
      • Page 106
  • Chapter 9: Create a Motivating Environment
    • Create a Motivating Environment
      • Page 107
    • Lesson 1: Provide Purpose and Challenge
      • Page 108
    • Align Purposes
      • Page 109
    • Convey the Value of Employee Functions
      • Page 110
    • Understanding Meaning At Work: Two Exercises
      • Page 111
    • Match the Work to the Worker
      • Page 112
    • Provide Growth Opportunities
      • Page 113, 114
    • Balance Challenge and Support
      • Page 115, 116, 117, 118
    • Lesson 2: Establish a Positive Environment
      • Page 119
    • Don’t Discourage
      • Page 120, 121, 122
    • Eliminate Negative Controls
      • Page 123, 124
    • Express Appreciation
      • Page 125, 126
    • Fulfill Employees' Need for Belonging
      • Page 127, 128
    • Lesson 3: Clarify Expectations
      • Page 129
    • Understand the Blame Cycle
      • Page 130
    • Communicate What You Want
      • Page 131, 132, 133
    • Learn What Employees Want
      • Page 134, 135
    • Establish Milestones
      • Page 136
    • Agree on Action
      • Page 137
    • Lesson 4: Assess and Adjust the Work Environment
      • Page 138
    • Redesign Processes to Facilitate Work
      • Page 139, 140
    • Model Effective Work Practices
      • Page 141
    • Measure What's Important
      • Page 142
    • Reward What You Want to Encourage
      • Page 143, 144, 145
    • Create a Motivating Environment: Summary
      • Page 146, 147, 148, 149, 150, 151, 152
  • Chapter 10: Respect Employees
    • Respect Employees
      • Page 153
    • Lesson 5: Honor Individuality
      • Page 154
    • Treat Employees as Investors
      • Page 155, 156
    • Don’t Treat Employees Like Sheep
      • Page 157, 158, 159
    • Approach Employees as Individuals
      • Page 160
    • Lesson 6: Cultivate Autonomy
      • Page 161
    • Empower Employees
      • Page 162
    • Encourage Initiative
      • Page 163
    • Encourage Creativity
      • Page 164, 165
    • Get Out of the Way
      • Page 166
    • Respect Employees: Summary
      • Page 167, 168, 169, 170, 171, 172
  • Chapter 11: Invest in Long-Term Goals
    • Invest in Long-Term Goals
      • Page 173
    • Lesson 7: Earn Their Trust
      • Page 174
    • Trust Employees
      • Page 175
    • Communicate Openly
      • Page 176
    • Do What You Say
      • Page 177
    • Lesson 8: Strengthen Motivational Roots
      • Page 178
    • Avoid Treating Symptoms
      • Page 179
    • Deal With the Causes
      • Page 180
    • Lesson 9: Go the Extra Mile
      • Page 181
    • Stay Involved
      • Page 182
    • Shun Easy Solutions
      • Page 183
    • Take Account of Human Nature
      • Page 184
    • Lesson 10: Lead Proactively
      • Page 185
    • Manage Performance
      • Page 186
    • Determine What Works and What Doesn't
      • Page 187, 188
    • Stay Focused
      • Page 189
    • Stay Motivated
      • Page 190
    • Invest in Long-Term Goals: Summary
      • Page 191, 192, 193, 194, 195
  • Chapter 12: Motivating Employees: Conclusion (Part II)
    • Conclusion
      • Page 196
    • Pitfalls
      • Page 197
    • 10 Ways to Motivate Employees
      • Page 198
    • 10 More Ways to Motivate Employees
      • Page 199
    • Indicators of Success
      • Page 200, 201, 202, 203, 204, 205, 206, 207, 208, 209, 210
  • Chapter 13: Delegating (Part III)
    • Page 211
    • Introduction
      • Page 212, 213
    • The Opportunity
      • Page 214
    • Assumptions
      • Page 215
    • Lessons
      • Page 216
  • Chapter 14: Define the Task
    • Define the Task
      • Page 217
    • Lesson 1: Identify Desired Results
      • Page 218
    • Determine the Outcome
      • Page 219, 220
    • Define the Measures of Success
      • Page 221, 222
    • Lesson 2: Provide Context
      • Page 223
    • Define the Rationale and Importance
      • Page 224
    • Provide Helpful Background Information
      • Page 225, 226
    • Set Boundaries and Limitations
      • Page 227, 228
    • Identify Resources
      • Page 229
    • Lesson 3: Determine Competencies
      • Page 230
    • Match Tasks to Competencies
      • Page 231
    • Review the Candidate Pool
      • Page 232
    • Select the Best Person
      • Page 233
    • Define the Task: Summary
      • Page 234, 235, 236, 237, 238, 239
  • Chapter 15: Delegate the Task
    • Delegate the Task
      • Page 240
    • Lesson 4: Plan the Discussion
      • Page 241
    • Develop an Outline
      • Page 242
    • Schedule the Discussion
      • Page 243
    • Lesson 5: Outline Requirements
      • Page 244
    • Focus on Results
      • Page 245
    • Discuss Parameters
      • Page 246
    • Lesson 6: Transfer Responsibility and Authority
      • Page 247
    • Specify the Level of Authority
      • Page 248
    • Create Levels of Authority
      • Page 249
    • Determine How Decisions Should Be Made
      • Page 250
    • Lesson 7: Agree On the Approach
      • Page 251
    • Check the Employee's Perception
      • Page 252, 253
    • Identify Potential Roadblocks and Solutions
      • Page 254
    • Lesson 8: Confirm Understanding
      • Page 255
    • Solicit Feedback
      • Page 256
    • Clarify or Redirect Ideas
      • Page 257
    • Develop a Schedule
      • Page 258, 259
    • Get the Employee’s Commitment
      • Page 260, 261
    • Delegate the Task: Summary
      • Page 262, 263, 264, 265, 266, 267
  • Chapter 16: Assure Results
    • Assure Results
      • Page 268
    • Lesson 9: Monitor Progress
      • Page 269
    • Receive Periodic Reports
      • Page 270, 271
    • Avoid Over-Managing
      • Page 272
    • Maintain Accountability
      • Page 273
    • Lesson 10: Assess Outcomes
      • Page 274
    • Measure Success Factors
      • Page 275
    • Assess Overall Value
      • Page 276
    • Recognize Accomplishments
      • Page 277, 278, 279
    • Assure Results: Summary
      • Page 280, 281, 282, 283, 284, 285
  • Chapter 17: Delegating: Conclusion (Part III)
    • Conclusion
      • Page 286
    • Pitfalls
      • Page 287, 288
    • Indicators of Success
      • Page 289, 290, 291, 292, 293, 294, 295, 296, 297, 298, 299
  • Chapter 18: Creating a Winning Workforce: Conclusion
    • Conclusion
      • Page 300
    • Becoming an Effective Manager
      • Page 301
    • Motivating Employees
      • Page 302
    • Delegating
      • Page 303
    • Conclusion
      • Page 304
    • Review
      • Page 305
  • Exam (multiple choice)

Student Benefits

Students and employees who take the Creating a Winning Workforce: Becoming an Effective Manager course will enjoy:

 Course FeaturesIncludedComments
 
HRCI Recertification Credits
 
3.50 HRCI Recertification Credit(s).
 
SHRM PDC Credits
 
3.50 SHRM PDC Credit(s).
 
CAM Credits
 
0.00 CAM Credit(s).
 
Florida Bar CLE Recertification Credits
 
0.00 Florida Bar CLE Recertification Credit(s).
 
Florida Bar CLE Ethics Recertification Credits
 
0.00 Florida Bar CLE Ethics Recertification Credit(s).
 
State Bar of Georgia CLE Recertification Credits
 
0.00 State Bar of Georgia CLE Recertification Credit(s).
 
State Bar of Georgia CLE Ethics Recertification credits
 
0.00 State Bar of Georgia CLE Ethics Recertification credit(s).
 
FL CE 2-20 Credits
 
0.00 FL CE 2-20 Credit(s).
 
Unlimited 1 Year Access
 
The Human Equation's courses may be accessed and reviewed as many times as you wish even after completion.
 
90 Days Money Back Guarantee
 
The course must not be completed.
 
Friendly and Knowledgeable Customer Service
 
M-F from 8:00am to 4:30pm.
 
Table of Contents
 
Allows you to jump directly to slides and chapters that you have already viewed.
 
Pictures/Illustrations
 
97 pictures/illustrations.
 
Interactive Learning Activities
 
78 interactive learning activities.
 
Audio Narration
 
0 audio narrations.
 
Supporting Documents
 
13 supporting documents.
 
Case laws
 
0 case laws.
 
Definitions
 
17 definitions.
 
Questions and Answers
 
2 questions and answers.
 
Video Clips
 
0 video clips.
 
Practice Quiz
 
0 practice true or false questions and 0 practice multiple choice questions.
 
Scored Exam
 
16 exam true or false questions and 21 exam multiple choice questions.
 
Printable Certificate
 
The certificate contains your name, completion date, and the certification organization's ID which you will need to claim your credit(s).
 
Customizable Settings
 
Adjustable font sizes and sounds.
 
Automatic Bookmarking
 
Simply close the course when you are done and it will reopen on the last visited page on your next session.
(To see if you have the necessary technical requirements, visit our browser detection page.)

Training Manager Benefits

Managers and supervisors who purchase The Human Equation's courses to train their employees will enjoy:

 Learning Management System FeaturesIncludedComments
 
Convenient User Creation and Management
 
Hierarchy-tree based management
 
Reporting
 
Downloadable spreadsheets.
 
Course Scheduling
 
Customizable start dates and due dates.
 
Automated Email Reminders
 
Due date reminders.
 
Convenient Course Assignments
 
Single or multiple user course assignments.
 
Customized Learning Environment
 
The Human Equation's Learning Management System is customizable to match your organization's look and feel.
 
Enterprise Discounts
 
Significant wholesale discounts available for enterprises.
Product tags
Customers who bought this item also bought

Florida Insurance CE 21 Credit Suite

Read About Recertification and Continuing Education Requirements
  • 21.0 Florida CE 2-20 General Lines-Other Credits
  • Training on the most current laws, policies, and procedures
  • Unlimited 1 year access
  • Interactive, online courses
$84.00