Shari Harley

• One of your direct reports is consistently inappropriately dressed for work. It’s impacting her reputation, but . . . you don’t say anything.
• You have a request for your boss but you don’t know how to say it, so . . . you don’t say anything.
• One of your colleagues doesn’t include you on communications that affect your department. You’re frustrated but don’t know what to say, so you don’t say anything.

Coaching and developing employees is the hardest thing a manager must do. It requires trust, patience, and it takes time, time managers may not feel they have. The old adage, “If you want something done right, do it yourself” may at times feel true, but it also leaves managers overextended, unfocused and with an underdeveloped staff. Giving direct reports an appropriate amount of responsibility and accountability is the only way employees develop and the only way managers get out of the weeds and are able to focus on the work they’re supposed to be doing, leading people and departments. Also, a lack of growth and development opportunities is the greatest impetus for employee turnover. If you want your staff to stay and be engaged, they need to feel that they are developing new skills and abilities.

Use our business coaching training to learn how to coach and delegate appropriately so both managers and direct reports get what they need. Managers get results and more time to focus on their own accountabilities and employees learn new skills and become more autonomous.

Creating an environment in which employees are satisfied and consistently do their best work remains elusive to many HR professionals and senior business leaders. Find out what really makes employees do their best work and remain engaged over long periods of time. Learn what the best companies are doing to be great places to work, and get practices you can do in your own organization.  Create and maintain a successful organizational culture that endures leadership changes, economic challenges, and mergers and acquisitions.

Walk by your employees’ desks and see them surfing the internet? The bad news: They’re not researching how to improve the company’s results. They’re playing fantasy football or shopping for shoes. The good news: You can incent performance and raise morale. And you don’t have to spend any money.

When turnover is low, employees still quit – they just don’t leave the building. Quit and stay is the phenomenon of employees becoming disengaged and less productive while waiting for other roles to become available. Quit and stay is an unfortunate but avoidable phenomena.

• Do you know which of your employees are engaged and committed to your organization?
• Do you have a plan for those who are not?

Giving feedback is challenging for everyone. No one wants to hear that she isn’t doing a good job. And thus no one wants to tell her. Telling your boss you’re frustrated or aren’t hitting your targets can be even more difficult, and thus many of us don’t. Worse, is that most feedback, positive or negative, is useless because it’s vague.

Get a simple formula to make even the most difficult conversation easier. Conversations will be short, specific and on point. They won’t be personal. They will be actionable. You’ll be able to say what you want to say, when you want to say it, in a way that the other person can hear you and take action.

Outcomes to Expect:

• Package and deliver difficult messages, managing the impression you create
• Give clear and specific feedback that employees can act upon immediately
• Provide feedback to peers, direct supervisors, and others at a higher level in a way that does not elicit defensive responses
• Demonstrate commitment to developing employees’ careers and retain key talent
• Eliminate personal and department blind spots, giving you the power to take action, solve problems and ensure initiatives stay on track and produce results
• Receive more feedback without showing emotion or frustration

Customers provide us with clear feedback. They hire us, or they don’t. They return our calls, or they don’t. They refer others, or they don’t. Unfortunately when customers are dissatisfied, they don’t tell us. They vote with their feet. 99.99% percent of customer turnover is predictable. The signs are everywhere. We just don’t know what they are, because, for the most part, customers don’t tell us. Customers leave and we never know why. Use our corporate sales speaking to truly understand what your customers need and why they hire or fire you. Never get fired again and be surprised.

Are you someone your colleagues and customers want to work with, or have to? Do you know? Take the guessing out of working with others. Give other departments what they want, when they want it, how they want it. Improve your and your department’s reputation by finding out how you’re seen by your internal customers. Get more feedback enabling you to take control of what you put in front of others and the impressions you create. And as a result, build long lasting business relationships that outlast economic downturns, miscommunication and conflict.

Many professionals are waiting for their boss or mentor to provide the training, coaching, and exposure they need to advance their career. The truth is it’s up to each employee to create opportunities, gain visibility, and get the feedback they need to strengthen their performance and position themselves for future roles in the organization.

It’s Your Career. Manage It! provides the specific language to use to establish candid relationships with direct supervisors, mentors, coaches, and coworkers. Employees will know what to say to get more of what they want and less of what they don’t at work. Managers and coaches will get the language and tools they need to guide direct reports and coachees into a future they’re excited about.

Becoming a more polished speaker comes with knowing how to assemble data you know well, in a format that will engage others, and sharing that information in a way that is captivating and informative. At the end of this training participants will have the skills and tools they need to design engaging presentations and deliver them effectively.