.Training and Staff Development
M.V.Deisz Consulting
P.O. Box 912
Bismarck, N.D. 58502-0912
Phone: 701.222.4168 or 800.242.2277
Fax: 701.224.0551
E-mail: mike@mvdeiszconsulting.com
.We offer training and staff development programs with an emphasis on supervision and leadership development.

.We also present individual topics as part of conferences and other training programs.

.All training services can be provided at your place of business.

Training Support - We will work with you to design and tailor programs to meet your needs. This includes tailoring the content, format and time frames. We can present the entire program or cover topics as part of your conference or training program. We will help you identify training needs and benchmark where you are on key staff development issues. In addition, we can help you with post-training assessment to determine training impact and with developing follow-up plans.

.Adult learners look for relevance in the training they participate in. They want to know how the theory and knowledge can be applied. We use open discussion, case studies and group activities to show how the knowledge and theory is applied. The facilitator brings extensive hands on experience in supervision and leadership to the discussion and to practical examples of how the material can be applied.

.The training programs listed below can be presented in their standard form or we can tailor them to fit your specific needs . Choose the modules and topics that are most relevant for you. We will build a program from the topics you select, we will add additional topics if you wish and we will work with you to focus the content to fit your organization and your goals.

.Call 1-800-242-2277 to find out if any of these seminars are being offered in your area.

"Motivating and Influencing People in the Workplace"

Motivational concepts can work in any situation where someone needs to influence the motivation and commitment of people they are responsible for leading:  as a supervisor, as a lead person, for people in helping occupations who motivate their clients and for motivating themselves.​​

In this workshop we cover motivational concepts ranging from Machiavelli - Personal and Position Power, Maslow - Heirarchy of Needs, Herzberg-Maintenance and Motivational Factors, Theory X and Theory Y Beleifs about People, BF Skinner - Basic​​ Motivational concepts and Situational Leadership.

​​We  also  address workplace issues that influence the ability to motivate others- such as the Change model - how change is handled, and the effects of Top Down Decision making versus employee involvement.  

We start the workshop by asking participants to identify one motivational issue that is a challenge for them.  We conclude by working on those challenges in groups, applying some of the concepts covered earlier in the workshop.​​

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"Hiring and Retaining Employees in a Tight Job Market"

The seminar emphasizes the importance of a positive workplace for both retention of employee​​s and also for hiring.  When people have choices they will gravitate to where working conditions are most positive. We look at how to calculate the hard costs of employee turnover as well as other costs such as poor morale, overloading current staff, particularly supervisors and HR Personnel who influence how positive  the workplace will be.

We also look at how high turnover makes hiring more  difficult.  The reasons people leave jobs-in addition to pay.  Motivational models are used to show what people look for and want in their workplace.  We also discuss changes that have occured in management perceptions and employee expectations ​​and the influences those changes have in the workplace.  Good supervision is an important element of a positive workplace.

Discussion about the hiring process will include: Identifying the work to be done, and performance expectations.   Selling the candidate on the organization (In a tight job market​​, job seekers have options) includes working conditions, training and support for workers and how employees are treated are important considerations.  

​​Recruitment options include recruiting from current employees and utilizing employees as recruitment sources.  We look at identifying underutilized groups to expand and upgrade the available workforce.  The changing dynamics of the workforce sometimes require us to look at new sources of workers and new strategies for hiring the people with the skills  we need.   When we cannot identify and hire enough people using the approaches that worked in the past, employers have to look at new approaches to doing the work and to hiring.

Finally, we will look at possible options and strategies when employers are not able to find enough employees at wages they can afford to continue ​​operating the way they have in the past.

The seminar consists of​ presentations by the facilitator, open discussion and group activities.

Registration fee: $99 per person.  10 percent discount for four or more registrations​​
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Fundamentals of Supervision

.Emphasizes the supervisor's responsibility for getting work done in a way that provides satisfaction for those doing the work. Key supervisor responsibility areas are addressed. The emphasis throughout the seminar is on involving people in decisions that affect them and their work.

.This is a two-day seminar. Part I deals with activities that directly involve working with employees and doing the things which will help them be successful. Part II focuses on more general roles and responsibilities of supervisors. The seminar will benefit both experienced and new supervisors and team leaders.

.Click here for more information.


Building a Positive Workplace

.This program looks at what can be done to make workplaces more positive and consequently more productive. Today's employees do not see themselves tied to one employer. At the same time, experience and continuity are an essential part of successful organizations. Through this seminar we look at the changing expectations of employees and some of the problems and costs that occur when the workplace does not address employee needs and concerns. Significant time is devoted to hands on activities that help people develop strategies for building and maintaining a positive workplace.



Dealing with Difficult Employees

.Almost every organization has one or more employees who create problems for their organization and their co - workers. Through "Dealing with Difficult Employees" we start out by describing what a difficult employee "looks Like" and some of the early symptoms that someone is or is starting to become a difficult employee. We also look at why some employees are or become difficult and review key corrective actions that can to be taken. The formal disciplinary process is reviewed, including employer and employee rights and responsibilities. The session concludes with an overview of policies and practices that should be in place to deal with difficult employees. Those same policies can help prevent employees from becoming difficult in the first place.


Supervising Experienced Employees

.We know that experienced employees need different amounts of supervision and involvement from their leader/supervisor. Experienced employees generally want and need less involvement from their supervisor than a beginner. However, no matter how knowledgeable and confident the experienced is they still need some involvement and guidance from their leader.

.The difficult question is "How much supervisor involvement with an experienced employee is needed?" How do you determine the right amount of involvement in the work of the experienced employee and what are some signs that we are not providing the right amount of direction and support. We will address the challenge of determining the right amount of leader involvement for the experienced employee and provide some answers in that regard.

.Another topic involves "Effective Conflict Resolution". The interaction between a leader and an experienced employee, who feels the need to operate somewhat independently, can easily result in conflict between the leader and the person being supervised. We will look at conflict resolution approaches with suggestions about to make the conflict (disagreement) resolution effective.

After All You're the Supervisor

.Supervision requires many skills, skills that are different from those that needed to be an effective team member. Effective team members need to develop skills that help them do a specific job well. The skills needed to be an effective supervisor focus on facilitating excellence on the part of the team members, helping others to be successful. The discussion and group activities in this seminar are built around a video of the experiences of a new supervisor, the challenges that supervisor faced and how that supervisor effectively dealt with those challenges. In this process we identify the key tasks of the supervisor and provide examples and activities on how these tasks are successfully accomplished.

.This seminar is directed to both new and experienced supervisors and to helping supervisors identify the many skills needed by a supervisor and on how to develop the skills needed to accomplish that task.


Performance Based Employee Appraisal

.Covers key elements of effective performance appraisal. Goal setting is emphasized. Includes involving people in setting and tracking their own goals, working with people with different levels of skill and experience and dealing with sub-standard performance.


Strategic Planning & Building a Shared Vision

.Provide training in the process of strategic planning and building a shared vision or facilitate that process for organizations. Help harness the energy that develops when organizations build a clear purpose, understandable goals and objectives and a shared vision of what their future will look like.

.Please call 1-800-242-2277 for more information or a free consultation about how we can help you m
eet your training goals.
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