1. Present Like a Pro
2. Zero Defect Hiring

• Deliver a powerful opening and conclusion to grab the interest and attention of your audience
• Make anxiety work for you
• Make information flow from point to point
• Increase effectiveness so you can excel in all you do
• Become more persuasive
• Never be put on the spot again
• Gain attention with a “sure fire” method

  Competency Development:	Building Confidence, Organization of materials, Persuasiveness
  Date and Time:	August 6, 2008 8:30-4
  Audience:	Managers, Professionals, Support Staff
  Facilitators:	Tony Ruesing, CSP, Vice President, Ancillary Enterprises, Inc
  Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
  Fee:	$125 includes all materials for workshop
  Course Code:	hrplp
  Course Number:	0908

Zero Defect Hiring

Of all the decisions we make as a manager, there is nothing more important than the selection of staff. Filling the shoes of an employee or a newly created position can be a daunting task for even the most experienced manager. The turnover expense for an employee approximates to three times an annual salary and the potential legal consequences reflect on the University.

Zero Defect Hiring includes the most up-to-date techniques and methodology to select, interview, and hire employees. It will equip you with all the resources needed to make selecting and hiring decisions more reliable and successful.

You will learn to:

• Understand the entire hiring process and how to manage it successfully
• Identify primary job competencies needed to be successful
• Use a systematic behavioral-based interview process
• Understand the university’s legal obligations

1. Peer Today, Boss Tomorrow: Getting Started as a New Leader
2. F.A.S.T. Employee Feedback and Coaching Skills
3. Management Lunch Bytes

Peer Today, Boss Tomorrow:

Getting Started as a New Leader

It is an exciting day in the workplace when an individual is recognized for their performance and rewarded with a promotion to the leadership ranks. The stellar individual contributor is magically transformed into a successful frontline leader. Unfortunately, that is not how the story typically unfolds.

This course arms new leaders with the knowledge and skills they need to confront the challenges associated with getting their footing-and getting results more quickly-in their new leadership role.

Learn:

· To focus your time and efforts on high-priority tasks that contribute to the success of the organization
· An approach to accelerate your ability to achieve results through others by building strong relationships with team members

Competency Development:	Building trust, Inspiring others
Date and Time:	September 11, 2008 9-12
Audience:	Recently promoted Managers and Leaders
Facilitator:	Juli Einspanier, Manager of Career Development Programs
Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
PreActivity:	Self-Assessment
Fee:	$50 Includes all materials for workshop
Course Code:	hrptbt
Course Number:	0909

Employee Feedback and Coaching Skills

Coaching and giving ongoing feedback is an integral part of success at all levels of management. As a supervisor, you are only as good as your people and the work they produce. Coaching is a highly visible and positive demonstration of your commitment to ongoing personal development and performance improvement. Your coaching can range from less formal, day-to-day feedback, to a very structured and formalized process. Regardless of the formality and approach, successful coaching requires an effective blend of clear expectations, goal setting, monitoring, feedback, and ongoing communication.

Learn to:

§ Recognize specific coaching “targets” and opportunities
§ Develop general coaching strategies based on an employee’s skill and motivation levels
§ Identify the personal motivators of individual employees
§ Provide better day-to-day performance feedback
§ Effectively address and discuss performance issues/problems
§ Recognize when and how to utilize a more formal coaching process
§ Develop employee coaching/development plans



Competency Development:	Developing Others, Performance Management, Coaching
Date and Time:	September 17, 2008 8:30-4
Audience:	Directors, Managers, Supervisors, Team Leaders
Facilitator:	AAIM
Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
Fee:	$100
Course Number:	hrfast
Course Code:	0909

Management Lunch Bytes:

For those of you who are pressed for time, please join us for Management Lunch Bytes. The format is simple; once every few months over an extended lunch hour, we host a luncheon buffet and discuss management topics.

It will be an informal time to network, form alliances to discuss common problems, to lunch and learn. Included in the program material is a copy of Career Development’s ‘Management TidBytes' newsletter accessible online through Employee Learning & Career Development at http://hr.wustl.edu.

Competency Development:	Management and Leadership
Date and Time:	September 25, 2008 11:30-1
Audience:	Directors, Managers, Supervisors
Facilitator:	Rick Jouett, Director of Employment & Career Development Juli Einspanier, Manager of Career Development Programs
Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
Fee:	$25 Includes buffet luncheon and workshop materials
Course Number:	hrmlb
Course Code:	0909

Online Registration 24 / 7 by Clicking Here:

1. Business Writing
2. Managing Performance Problems
3. Generations: M.E.E.T. for Respect in the Workplace

Business Writing
A good letter, memo or email message can inform, persuade and impress your reader. It can also save you a lot of time and effort! A business writer’s main enemies are passive sentences, wordiness, overuse of big words and clichés. A writer’s biggest time waster is not having a simple writing structure that works. After this class, you will write easily and quickly.

Learn to:

• Get going when you don’t know where to begin–overcome “writer’s block” once and for all
• Replace tired, out-of-date words and jargon with crisp, updated words; boosting your impact immediately
• Eliminate “killer words and phrases” that destroy your positive tone
• Write “no” letters with a “yes” sound
• Format your letters properly
• Effectively use “white space”



Competency Development:	Written communications
Date and Time:	October 8, 2007 8:30 - 4
Audience:	Managers, Professionals, Support Staff
Facilitator:	Nancy Cleve, AAIM, Senior Training Consultant
Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
Fee:	$135 Includes all workshop materials & Gregg Reference Manual
Course Code:	hrbw
Course Number:	0910

If giving your employees feedback for improvement or dealing with issues regarding disruptive behavior, late or inaccurate work, habits that prevent others in the department from doing their jobs poses a problem for you, join us for a three-hour session on Managing Performance Problems. This program will enable you to face these problems effectively.

Just one employee with chronic performance problems or poor work habits can drag down the performance and morale of an entire work group. And, it can dominate a manager's time causing frustration and stress.

You will learn to:

• Provide people with performance problems with a clear understanding of what they must do to improve and the consequences of failing to do so
• Take appropriate action to effectively address ongoing performance issues
• Impose formal consequences with confidence that the person has been fully heard and fairly treated
• Minimize impact of ongoing performance problems on the employee, coworkers, and department

Generations: M.E.E.T. for Respect in the Workplace

For the first time in recent history, there are four generations of employees represented in the U.S. workforce included in our staff at Washington University. It is the largest demographic shift since women and members of minority groups began entering the workforce in significant numbers several decades ago. Not surprisingly, the implications are as profound now as they were then. Against the backdrop of gender, race and ethnicity, generational differences bring a new level of complexity—and new opportunity—to the notion of what it is to work in and manage a diverse workforce.

Learn what the factors are that shape different generations' views of their role in the workplace and how to respond to their expectations. Generations: M.E.E.T. for Respect in the Workplace can help make your work environment a place where employees of all generations can do their best work.

You will learn:

• To recognize the importance of understanding generational issues in the workplace
• To identify those situations where generational issues frequently occur
• To determine how these issues are affecting important relationships

1. Working Through Conflict
2. Human Resources (Danforth Campus) Policy Overview
3. Management Lunch Bytes

Working Through Conflict
When differences cause people to become angry and closed-minded, the resulting conflict has a negative effect on quality, productivity, cooperation, and communication.

This course discusses how to manage conflict by dealing with differing ideas, interests, or perceptions. This program has participants discuss the cost of conflicts.

You will learn to:

• Focus on Key Principles and how they de-escalate heated situations.
• Learn the conflict process and participate in a group activity that focuses on the benefits and drawbacks of using resist, retreat, and resolve to handle conflict.
• Explore how words and actions can trigger conflict. Identify conflict resolution techniques.

For those of you who are pressed for time, please join us for Management Lunch Bytes. The format is simple; once every few months over an extended lunch hour, we host a luncheon buffet and discuss management topics.

It will be an informal time to network, form alliances to discuss common problems, to lunch and learn. Included in the program material is Career Development’s ‘Management TidBytes' newsletter accessible online through Employee Learning & Career Development.

Competency Development:	Management and Leadership
Date and Time:	November 20, 11:30-1
Audience:	Directors, Managers, Supervisors
Facilitator:	Rick Jouett, Director of Employment & Career Development Juli Einspanier, Manager of Career Development Programs
Location:	Medical School Campus, The Farrell Teaching Center 550 S. Euclid, Small Groups Rms. 213 - 214
Fee:	$25 Includes buffet luncheon and workshop materials
Course Code:	hrmlb
Course Number:	0911

Online Registration 24 / 7 by Clicking Here:

1. Time Management

Time Management

Do you have too much to do? Do you find yourself looking for papers and files that you know are somewhere? In Juggling Multiple Priorities you will learn the importance of organization and where to start with the mounds of paper, files, emails and mail that have accumulated. You will also learn how to organize your work area, set priorities, organize your day, handle interruptions, combat procrastination, and perfectionism. You’ll leave the class with simple, but powerful time-saving tips.

At the end of this class you will be able to:

• List the key principles of getting organized
• Identify and set priorities
• Organize your day more effectively.
• Cope with interruption overload
• Eliminate clutter
• Use simple time-saving tips that will make you more effective and efficient.

  Competency Development:	Organization, Priority Setting
  Date and Time:	December 3, 2008 9-12
  Audience:	Managers, Professionals, Support Staff
  Facilitator:	Juli Einspanier, Manager of Career Development Programs
  Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
  Preactivity:	Online Time Mastery Profile
  Fee:	$50 Includes all materials for workshop
  Course Code:	hrtm
  Course Number:	0912

1. Enhancing Customer Service
2. The Motivational Leader (New Program)
3. Discrimination and Harassment Prevention

• The benefits of customer satisfaction and loyalty
• That customers have both personal and practical needs
• A four-step process to meet and exceed customer needs
• Practice demonstrating a process to turn dissatisfied, angry customers into satisfied, loyal ones

  Competency Development:	Building Customer Loyalty, Communication, Initiating Action
  Date and Time:	January 08, 2009 9-12
  Audience:	Managers, Professionals, Support Staff
  Facilitator:	Juli Einspanier, Manager of Career Development Programs
  Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
  Fee:	$25 Includes all materials for workshop
  Course Code:	hrecs
  Course Number:	0901

The Motivational Leader will help you identify the factors that affect employee performance in the workplace and those that influence the employee’s own internal motivation needs. We will review motivation theories to increase your understanding of the complex nature of individual needs and reward responses. You will learn new and creative ways to provide recognition to employees that will increase their commitment to your organization’s success.

Learn to:

• Recognize the external and internal factors that affect employee performance
• Identify the major theories of employee motivation
• Apply these theories to the workplace
• Improve the achievement of both organizational and employee goals

Discrimination & Harassment Prevention

Preventing unlawful discrimination and harassment should be a priority for all managers within the University.

This session will help refresh managers on the University’s policies against discrimination and harassment. It addresses all forms of discrimination including race, color, age, religion, gender, sexual orientation, national origin, veteran status, and disability. The University’s policy on sexual harassment will also be discussed in detail.

Learn techniques on how to prevent all forms of discrimination and harassment as well as the appropriate ways to handle violations of these policies.

Competency Development:	Understanding of and the Prevention of Discrimination & Harassment
Date and Time:	January 21, 2008 8:30-12
Audience:	Directors, Managers, Supervisors
Facilitator:	Meredith Lopez, Employee Relations Manager Simone Shelton, Employee Relations Consultant
Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
Fee:	No Fee
Course Code:	hrdhp
Course Number:	0901

Online Registration 24 / 7 by Clicking Here:

1. Rape Agression Defense System for Women - R.A.D.
2. Managing Family and Medical Leave Act and Other Leaves of Absence
3. Advanced Supervisory / Management Skills Development
4. Leading Change

Rape Aggression Defense Systems for Women -
R.A.D. Program
Rape Aggression Defense Systems is a premier self-defense program taught in over 40 states and Canada. The R.A.D. System is comprised of easy to learn, effective physical defense techniques. This dynamic, hands-on, 12-hour program was designed for the average woman or man. It begins with awareness, risk reduction, avoidance, and prevention. Basic techniques are taught by certified instructors.

Currently there are no fees for the class or class materials, and there is a free lifetime return and practice policy. Classes are limited to 20 participants and consist of four three-hour sessions. You must attend all sessions to complete the course. Modest dress is required. Shoes must have good support for lateral movement (no jogging shoes).

Competency Development:	Self-defense, Self-confidence, and Self-Awareness
Date and Time:	February 3, 10, 17, 24, 2009 (4 afternoons), 1:30-4:30
Audience:	All Managers, Professional, and Support Staff (Men are encouraged to register so that a subsequent class can be scheduled)
Facilitator:	Sergeant Gwen Patton, Campus Police, Certified R.A.D. Instructor Stacey Spruiel, Coordinator of Field Instruction, School of Social Work, Certified R.A.D. Instructor
Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
Fee:	No Fee
Course Code:	hrrad
Course Number:	0902

Online Registration 24 / 7 by Clicking Here:

Advanced Supervisory / Management Skills Development

Advanced Supervisory / Management Skills Development is a program that includes important management topics that will assist you in being more effective in your day-to-day leadership activities: Dr. Ken Blanchard and Dr. Paul Hersey originally developed the Situational Leadership model for developing people, so they can reach their highest level of performance. It is a process for helping people become self-motivated and self-directed. Effective leadership lies in matching the appropriate leadership style to the individual's development level.

As a result of participating in Situational Leadership you will:

• Be able to diagnose others' development levels and choose the appropriate leadership style
• Know why there is not a best leadership or coaching style (unless there is a match)
• Learn a common language for coaching and developing others
• Understand the negative impact of over-supervision and under-supervision on performance and morale

  Competency Development:	Leading, Coaching, Inspiring Others, Adaptability
  Date and Time:	February 12, 2009, 8:30-3:00
  Audience:	Directors, Managers, Supervisors
  Facilitator:	Rick Jouett, Director of Employment & Career Development
  Location:	West Campus, 7507 Forsyth Blvd., Suite 001, Trng. Rm.B
  Fee:	$50 Includes all materials for workshop
  Course Code:	hrasms
  Course Number:	0902

In today’s fast-paced, academic and business environment, external forces—technology, regulations, compliance, and the economy— are forcing organizations to change their business practices to stay competitive. Their ability to “shift gears” and minimize the impact of change is key to ensuring they accomplish their goals.

Helps leaders:

• Understand the importance of commitment to and ownership of change for themselves and others
• Effectively introduce change, explore change, and overcome people's resistance to change
• Minimize the negative impact on individuals, work groups, and the organization, of not adapting to change
• Sustain an environment that embraces change and celebrates successes

1. Drugs and Alcohol on the Job: The Supervisor's Role
2. Zero Defect Hiring
3. Peer Today, Boss Tomorrow: Getting Started as a New Leader

The Supervisor's Role

This session will focus on the University's Drug and Alcohol policy, the impact drug and alcohol use has on the workplace, and the manager's role in detecting and handling situations involving drug or alcohol use by employees. Participants will have the opportunity to work on case studies to help illustrate how to handle these difficult situations. In addition, information on how the Office of Human Resources and People Resources, the University's employee assistance program provider, can assist in these situations will also be presented.

This informational session is restricted to Danforth Campus Employees Only

Competency Development:	Manager's role in detecting and handling drug and/or alcohol use by employees on the job
Date and Time:	March 3, 2009 9-11
Audience:	Directors, Managers, Supervisors
Facilitator:	Meredith Lopez, Employee Relations Manager Simone Shelton, Employee Relations Consultant
Location:	West Campus, West Bldg., 7507 Forsyth, Training Room B., Lower Level
Fee:	No Fee
Course Code:	hreda
Course Number:	0903

Online Registration 24 / 7 by Clicking Here:

Zero Defect Hiring

Of all the decisions we make as a manager, there is nothing more important than the selection of staff. Filling the shoes of an employee or a newly created position can be a daunting task for even the most experienced manager. The turnover expense for an employee approximates to three times an annual salary and the potential legal consequences reflect on the University.

Zero Defect Hiring includes the most up-to-date techniques and methodology to select, interview, and hire employees. It will equip you with all the resources needed to make selecting and hiring decisions more reliable and successful.

You will learn to:

• Understand the entire hiring process and how to manage it successfully
• Identify primary job competencies needed to be successful
• Use a systematic behavioral-based interview process
• Understand the university’s legal obligations

Peer Today, Boss Tomorrow:

Getting Started as a New Leader

It is an exciting day in the workplace when an individual is recognized for their performance and rewarded with a promotion to the leadership ranks. The stellar individual contributor is magically transformed into a successful frontline leader. Unfortunately, that is not how the story typically unfolds.

This course arms new leaders with the knowledge and skills they need to confront the challenges associated with getting their footing-and getting results more quickl