For organizations wanting to invest in equipping their leaders and employees with skills to navigate future conflict in the workplace, we offer a wide range of educational and training programs on topics including business and management leadership, interpersonal and team dynamics, human resources leadership, talent acquisition, benefits and compensation, risk management, and job change. We also offer custom-designed training programs for your workplace.
The pricing structure for educational and training programs can be found here.
Below is a list of currently available educational and training programs, organized by subject matter. We are also happy to create customized programs to meet the specific needs of your organization.
LEADERSHIP
New Supervisor Workshop
Moving into a position of leadership and authority can be one of the most difficult transitions to make. New leaders
must work hard to build trust, gain credibility, and earn respect from both superiors, peers, and subordinates. It’s critical as a leader to learn how to empower and lead others, provide information and authority to act, convey the vision of the organization, and coach team members to meet the expectations of the organization, their colleagues, and the community. This workshop is fully customizable – you select the sessions you want and would add the most value to your key personnel.
Employment Laws Every Supervisor Should Know
Decisions by supervisors involving their employees often have legal implications. Supervisors and managers should be generally aware of relevant laws and statutes so that they can spot issues that may result in legal exposure. This
workshop is not an exhaustive primer on employment law, but rather a general overview intended to acquaint
supervisors and managers with certain federal and state law issues that they may encounter in their day-to-day work. This workshop includes areas such as discrimination, FLSA, overtime, FMLA, disability, military leave, workplace safety, unions, independent contractors, policies, terminations, and immigration.
Leading A Remote Workforce
As remote and hybrid work become permanent fixtures in the modern workplace, managers must adapt to leading
teams across time zones, technologies, and workstyles. Managing remote workers requires more than just digital tools— it demands intentional communication, trust-building, performance monitoring, and inclusive leadership practices. This seminar equips leaders with strategies to maintain productivity, engagement, and accountability while fostering a strong remote team culture.
Communicating With Executives (Communicating Up)
The key to good communication – with anyone – is to know your goal, know your audience, and adapt accordingly.
Communication with senior executives is no different but does have some important nuances to consider. First, we will consider some general guidelines – but then focus on communicating more specifically with executives. Learn their language; understand their priorities, their pressure points, and political environment; communicate confidently and establish a relationship; and how to bring up solutions, not issues. Ensure that when you communicate, your executive gets the information they need to make effective decisions, and you get heard and adopt strategic communication skills that will serve you throughout your career.
Leading Through Change
We always need to be prepared for change. Whether you are dealing with a planned event, volatile industry, a
pandemic, or unexpected situation – change is inevitable. Contrary to common belief, your employees will focus less on how the change unfolded and more on how your organization responded to it. In this workshop, you will identify how to manage and address the stresses of change. Employees will make sense of change with themselves as the central focus and “how does this affect me?” This offers your organization an opportunity to nurture, support, and show you value and care for employees during a tumultuous time.
Fundamentals of Coaching
Effective coaching is a critical skill for managers, supervisors, and team leaders looking to develop employees, boost engagement, and drive performance. Coaching isn’t just about giving feedback—it’s about guiding employees toward growth, accountability, and success. A coaching leadership style is much more effective with today’s employees than an historic authoritarian style that many business leaders learned. Leaders who “coach” are able to build a more talented and agile workforce, leading to a healthy and growing business. This course will introduce the fundamental principles and practices of coaching, and practical techniques for guiding and developing others.
Trainer, Coach, Or Mentor?
Leaders have many titles, but they all work towards the same goal – to increase skills, knowledge and effectiveness. The question then, is what is the difference between the three? Although they are sometimes used synonymously, their actual roles are unique. While one person can serve in more than one role, there are some basic differences in what should be expected from each effort and when each should be called upon. Regardless of the role, it’s vital to focus on the individual’s professional growth.
Optimizing Your One-on-One Meetings
Your 1:1 meeting with an employee is an on-going opportunity to connect with team members, have conversations,
learn what is happening, and learn about the individual. It allows you to share your perspective about the employee’s progress, challenges at work, and provide developmental feedback. Help your employee learn to “manage up” better with you. This course will help you build connections, ask great questions, organize your thoughts, and listen to and receive feedback.
Managing Employees With Attitudes
Dealing with an employee with an “attitude” is inevitable. We believe a bad attitude is easy to identify, but it’s difficult to quantify. Put all the usual hallmarks of a bad attitude – eye rolling, derisive tone, aggressive body language – in writing and it seems too subjective at best, silly at worst. This conundrum is what makes handling employees with bad attitudes so difficult. It may be impossible to change an employee’s bad attitude, but it’s not impossible to correct the problems bad attitudes cause. Attendees will learn how to identify escalating attitude problems in the workplace, take steps to prevent them from becoming a distraction, practice clear communication about expectations and organizational culture, and give the employee an opportunity to change the behavior.
Succession Planning
Succession planning is not just about replacing leaders—it’s about building a sustainable talent pipeline that ensures continuity, stability, and growth. Organizations that neglect succession risk losing valuable knowledge, productivity, and competitive edge when key employees leave. This seminar equips HR professionals, executives, and managers with the tools and strategies needed to identify, develop, and retain high-potential talent at all levels.
Managing The Disciplinary Process
A leader’s job is to organize and direct human effort. Performance problems and disciplinary actions are some of the most difficult and least favorite of every leader. When these issues arise, it is imperative that leaders effectively
diagnose and appropriately respond to the problem. Is it Performance or Behavior? What is Progressive Discipline? How Do You Document Disciplinary Actions? What Are Counseling Do’s and Don’ts? When Do You Terminate for Cause?
Interpersonal Conflicts In The Workplace
Like change, birth, death, and taxes, conflict is a constant fact of life – at home or at work, especially when you deal
or interact with people. While disagreements and differing opinions are normal, even healthy in a work relationship,
unhealthy conflict can cost your company. Supervisors frequently must address serious and ongoing interpersonal
disputes. These disagreements can involve conflicts between their employees and themselves or quarrels between
co-workers. It is important for supervisors to understand what causes interpersonal conflict and how to resolve it.
We Need To Talk – Addressing Performance Problems
A supervisor’s job is to organize and direct human effort. Their role is not one of a parent, taskmaster, or buddy. Performance problems and disciplinary actions are some of the most difficult and least favorite responsibilities of every supervisor. When these issues arise, it is imperative that supervisors effectively diagnose, appropriately respond, document, and follow up. This interactive session will allow participants to review, discuss and role play several types of employee relations issues that may arise in a typical workplace. Discussions will cover the impact to the organization, the employee, the discipline process, relationship management, legal considerations, and overall employment practices.
Do’s And Don’ts Of Documentation
Accurate documentation of employee performance is essential for effective management, fair evaluations, and legal
protection. Whether you’re tracking achievements, addressing performance gaps, or preparing for disciplinary
action, proper documentation ensures transparency, supports decisions, and creates a clear record of
communication. This seminar offers practical techniques for documenting performance in a way that is objective,
constructive, and defensible.
Conducting Employee Appraisals
Evaluating employee performance is a key responsibility of every people-leader. Appraisals are very powerful tools -they provide feedback on an employee’s performance; offer a means for determining employment decisions; facilitate communication between managers and employees; and ultimately become part of an employee’s permanent record. This session will assist leaders to properly document performance, jointly develop and set goals, identify training areas, create defensible documentation, prepare for and conduct the appraisal meeting, avoiding rater biases, managing employee reactions, and understanding the impacts of not conducting an honest and effective appraisal. This program can be tailored to incorporate the organization’s internal appraisal process, requirements, and expectations.
10 Things Managers Should Never Say
From simple work questions, offhand comments, jokes, to discrimination, harassment, and promises we can’t keep,
sometimes managers say things that can come back to haunt them. This workshop will identify some of the most
common “oops” that a manager may say, and ways to avoid situations that can get them in trouble. Using these
guidelines, leaders will experience loyal and engaged employees.
Changing Demographics of Today’s Workforce
Demographic shifts in today’s (and tomorrow’s) workforce will pose many challenges for employers. This workshop will provide insights to understand demographic shifts and their implications, which industries will be impacted hardest, discuss ideas to tackle challenges, and discuss proactive steps towards creating a more inclusive work environment within their organizations.
Emerging Professionals: Moving Their Career to the Next Level
Emerging professionals must have the business savvy skills to identify, keep up with, and impact an ever-changing business landscape. This seminar identifies business critical skills every emerging professional should have – from making people a source of competitive advantage, thinking and planning strategically, building a business case for change, leveraging political savvy, influencing others, creating a “pull” for your services, and marketing those services internally.
Your Management Legacy – What Will You Leave Behind
The idea of leaving a legacy may sound strange in the workplace, but managers should always remember they contribute to the organization every day and to each individual employee’s experience at work. Do you have a choice whether to leave a legacy or not? No, you will always pass on part of yourself at work. It could be as simple as a new process, mentoring a new employee, or transferring expertise to new talent. Start thinking about the impact you have, how to optimize it now – not when you are ready to retire.
Leadership Secrets Of Attila The Hun
Straightforward talk about leadership characteristics – the basis of the best-selling book by Wess Roberts, Ph.D. – are woven throughout the incredible tale of Attila the Hun, the man who centuries ago shaped an aimless band of
mercenary tribal nomads into the undisputed rulers of the ancient world, and who today offers us timeless lessons in win-directed, take-charge management. Attila’s robust life and controversial image as a determined, tough, rugged, and intriguing leader provides a compelling opportunity for relating leadership fundamentals to a new generation of leaders.
Leadership Secrets Of Santa Claus
Lighthearted, easy to follow training program based on the book by Eric Harvey, David Cottrell, Al Lucia, and Mike Hourigan. Learn to build high performance workplaces, strong leaders, and motivated co-workers using the simple belief that effective leaders accomplish “big things” by giving employees clear goals, solid accountabilities, and ongoing feedback, coaching, and recognition. These are the leadership traits of the Santa Claus in each of us.
INTERPERSONAL AND TEAM DYNAMICS
Understanding Generations In The Workplace
There probably isn’t an organization in America that isn’t wrestling with the problem of managing different generations. Veterans, Baby Boomers, Gen X, Millennials, and Gen Z – they all seem to want something different. How do you pull all these people together into a team and get them to work together? Learn how each generation thinks and learns, what they value, how they communicate, their work habits and expectations. Learn strategies for working with the generations and how best to address recruitment and retention of each individual.
Foundations Of Emotional Intelligence For Leaders
Emotions influence how we act and react in the workplace. However, we are often not aware of our own emotions when interacting with others. Our ability to work more effectively with others starts with self-awareness. When we become more aware of our own behaviors, feelings, and triggers, and manage them in a positive way, we can communicate more effectively, manage pressure, and navigate stressful situations. Emotional Intelligence skills help build stronger relationships, improve professional success, and advance individuals’ career and personal goals. (2-
Leadership For Women
A practical course designed to address issues and challenges new and successful female leaders are facing on a daily basis at work and in their personal lives. Identify and practice essential skills of leadership and change management. This course will teach women how to handle and manage personal and social issues and convert them into goals. This workshop will help you be confident, take risks, follow your instincts, and not fear failure.
Communication And Listening Skills
To be successful and effective in any workplace, and to build and maintain credibility – great communicators present ideas, influence, persuade with conviction, clarity, and inclusion. Leaders know communication is key to their success – both personally and professionally. Participants will learn to develop strong listening skills, provide differing perspectives, debate without disagreement, work with different personalities, and manage disagreements with diplomacy and credibility in a listening environment.
Managing Conflict At Work
Conflict in the workplace is inevitable. Differences in personalities, work styles, goals, and communication approaches can lead to misunderstandings, tension, and reduced productivity. However, when managed effectively, conflict can become a powerful catalyst for innovation, collaboration, and stronger team dynamics. This seminar offers practical tools and insights to help individuals and organizations transform conflict from a source of stress into a pathway to progress.
Dealing With Jerks/Bullies At Work
Having a difficult co-worker can make your daily work life difficult. You can learn to deal with their behavior by avoiding, ignoring, or confronting. But, workplace bullying can have serious consequences for employees and organizations, leading to decreased morale, productivity loss, and even legal risks. In this engaging and informative webinar, we will explore the different types of difficult personalities, the impact on individuals and teams, and strategies for prevention and intervention.
Unconscious Bias
Learn about perceptual and psychological processes that impact how individuals interact with people who are
demographically different from them. Learn psychological processes that impact decision making within the
organization. Learn to more effectively leverage the potential among employees from diverse backgrounds. (May not be suitable for mandatory employee training in current regulatory environment.)
Managing Burnout
Burnout leads to reduced productivity and increased turnover. The number one way to help retain employees and keep them engaged is to adopt a strategy to support mental health in the workplace. Learn how to identify the risk factors for burnout, recognize signs of burnout, identify strategies to support employees and proactively prevent burnout, and how your current EAP/mental health provider can support you.
Drivers Of Employee Engagement
Strong engagement has scientific links to shareholder return, turnover, and work quality. Organizations can have a significant impact on engagement when they better understand what influences the engagement of employees. You will understand the four foundational drivers of engagement and explore the components of successful engagement initiatives and identify strategies for increasing engagement in your organization.
How To Tell When Someone Is Not Being Truthful
You’ve found an incredible candidate for your opening….. You are having a meeting with an employee…… You’ve asked a colleague if they followed through on a task….. but you are not sure if they are being completely honest with you. What tells you they are being honest – or not so honest? What are the verbal and non-verbal signals you can watch for? How do you “drill down” for more detailed, accurate answers? This session will share tools, tricks, and information for participants.
Negotiation Fundamentals
When you are negotiating with another person(s), whether at work, with a staff member or client, or even with a friend or family member, what is the best negotiation style/approach to use? Which is mostly likely to get you to an agreement or a win? As with management theories, there is no “best” or “right” approach. This course will review five different styles and discuss when to use them, what might be the dangers of using each, and how to identify when it is time to switch approaches.
Tools to Prioritize
In today’s fast-paced and complex environments, effectively managing tasks and projects requires robust prioritization strategies. Simple, easy to use tools will be introduced to enable users to categorize tasks based on urgency, importance, and impact to facilitate informed decision making. By leveraging these tools, individuals can allocate their time and resources more efficiently, minimize procrastination, and achieve greater productivity and satisfaction in both professional and personal endeavors.
HUMAN RESOURCES LEADERSHIP
Starting HR From Scratch
Have you been asked to take over the HR function with little or no previous experience? Are you a small employer trying to figure HR out? Are you adding a human resource department to a new or start up organization? What are the essentials you must understand and put in place to be successful and compliant? This workshop is focused on the basics of job and labor, recruitment, talent development, performance management, benefits, compensation, employment laws, etc. that will help you and your organization run smoothly and be ready for the challenges in minimal time.
Auditing The HR Function
All organizations audit their capital and assets to ensure they are being taken care of and invested wisely. None of those assets are more important or consume more of the company resources than the “human capital.” An organization should apply similar audit controls to the Human Resource function. This webinar will provide you with the knowledge and tools to assess your HR practices, identify areas for improvement, and create a more effective and compliant workplace. You will identify the major HR processes and develop checklists, tools and techniques required to assess the completeness, effectiveness and compliance of Human Resources processes.
Conducting An Internal Investigation
Internal investigations are a critical part of maintaining a respectful, lawful, and productive workplace. Whether the issue is harassment, misconduct, discrimination, fraud, or policy violations, organizations must respond promptly and appropriately. Mishandled investigations can lead to legal consequences, reputational damage, and loss of employee trust. This seminar provides step-by-step guidance on how to conduct thorough, fair, and legally compliant internal investigations.
Risk Management Issues in HR
Human Resources professionals play a vital role in identifying, managing, and mitigating organizational risk. From compliance violations and hiring practices to workplace conduct and documentation errors, HR decisions have direct legal and financial implications. This seminar provides practical guidance on navigating the most common and costly HR risks—empowering professionals to reduce liability, protect the organization, and support a culture of accountability and fairness.
Train The Trainer
This is a highly interactive workshop designed to provide participants with the skills necessary to facilitate an effective workshop – regardless of topic. This workshop is highly participatory and will present ideas, methods, and tools trainers need to make the most out of their training workshops. They will understand all aspects of a workshop and how to present them in a manner that makes any material fun to learn!
Conducting A Training Needs Assessment
A need is not a want or desire. A need is defined as a gap between “what is” and “what should be.” The training needs assessment is designed to identify these gaps and determine if the problem can be solved by training. When you need to quickly learn the training needs of a group of employees, but you don’t have the resources of a formal survey or computer analysis, learn to do a quick assessment of the training needs of an employee group. This program is focused on utilizing a quick methodology to facilitate a group needs assessment.
TALENT ACQUISITION
Workforce Planning and Recruitment
Workforce planning is a complete system that hires, promotes, transfers, and discharges workers – providing an adequate supply of qualified individuals necessary for the organization’s financial success. This overview course will focus on the ultimate test of a human resources planning system: how can we provide the right number of people, with the right knowledge, skills, and abilities at the right time?
Recruiting in a Difficult Labor Market
In today’s competitive job market, attracting and retaining top talent is more challenging than ever. Learn some ideas to get creative with your recruiting efforts. Participants will gain essential skills and strategies for navigating the challenges of recruiting in a competitive job market. With talent acquisition becoming increasingly difficult and it’s crucial for businesses to adapt and innovate their approaches.
Behavioral Interviewing
Behavioral interviewing is a style of interviewing that rests on the theory that past work behaviors are the best
predictors of future job performance. To accurately assess past behavior, interviewers use structured methods and
processes to identify certain job-related behavior. In this workshop, we will discuss how you can use behavioral
interviewing to better assess your candidates. A sound and reliable interview method will help assure that the best
candidates become your best employees.
Interviewing Workshop For All Hiring Leaders
Hiring and keeping good workers begins with the job interview. Interviewing qualified employees is an art but it also requires certain skills. This workshop will help interviewers learn how to prepare for an interview, choose among the different types of interviews, and optimize follow up interviews. They will review standard questions, tough questions, behavior-based questions, open-ended questions, and illegal questions. To make the interview as productive as possible they will learn to establish rapport right away, read non-verbal cues more effectively, identify red flags, and avoid snap judgments.
Unconscious Bias in Selection
Every manager is ultimately responsible for the effectiveness of their team, but it is impossible to manage effectively without hiring effectively. That pressure, coupled with a tight labor market and expectations to broaden the diversity of our teams, is challenging. We believe we are well-intentioned individuals that are objective and fair-minded, but we are often influenced by our own unconscious biases. This program will discuss the most common types of hiring biases, the role of unconscious and process bias in the recruitment and hiring, and what you can do to avoid biases, to ensure you hire the best individual for the job.
BENEFITS AND COMPENSATION
FLSA at a Glance
The Fair Labor Standards Act is the nation’s principal wage law that governs most private and public employment. The law sets the federal minimum wage, rules on overtime pay, classification of workers, record-keeping requirements and child labor standards for most full- and part-time employers. The FLSA is a federal law that employers often get wrong. In 2023, DOL assessed nearly $26 million in fines against employers and employees received a total of $274 million in minimum wage and overtime back wages as a result of FLSA violations. Sometimes the errors are innocent mistakes, and sometimes they are blatant violations. This seminar will examine some of the basic requirements of the FLSA and provide guidance on compliance for supervisors, owners, and Human Resources.
FMLA, ADA, and LOA
Leaves of absence are not simply an administrative issue for human resource departments. Managers and supervisors must understand the rights employees have when they take a leave of absence and know how to manage employees with chronic or long-term medical conditions. This workshop will familiarize managers and supervisors with the fundamentals of the Family and Medical Leave Act, Americans with Disabilities Act, and more to help them to identify the issues they may face as they manage employee who need leaves of absence.
Writing a Job Description
The job description can be thought of as a “snapshot” of a job. The job description needs to communicate clearly and concisely what responsibilities and tasks the job entails and the key qualifications of the job. And most importantly, it helps you know what you are looking for in a candidate before you start recruiting. Job descriptions are the documents on which the organization bases position postings, job interviews, and performance appraisals. The objective of this training is to learn how to provide enough information in the right format and language to be accurate, clear, useful and legally compliant.
Talking to Your Employees about Compensation
Discussing compensation with employees can be difficult – they may feel you are summing up their entire value with a dollar figure. Most organizational leaders do not feel confident in their ability to effectively communicate with employees about salary issues. Although they are awkward, the discussion can be one of the most important conversations you have every year. This workshop will help you prepare for the conversation and communicate the employee’s value with facts and empathy.
Wage and Hour Compliance for Small Business
Join us for a training tailored to small- and medium-sized business owners looking to learn about wage and hour
compliance. This training will cover key topics such as minimum wage, overtime, employee classification, working hours and breaks, record-keeping requirements, hourly pay, commissions, bonuses, wage deductions, and common errors. The presentation aims to reduce the risk of costly penalties or claims, ensure compliance, and promote fairness in the workplace.
RISK MANAGEMENT
Employment Law Essentials for Supervisors
Supervisors are on the front lines of employment law compliance. From hiring and scheduling to discipline and
termination, their daily decisions directly affect legal risk and employee relations. However, many supervisors lack
formal training in employment laws and may unknowingly expose their organizations to costly claims. This seminar is designed to give supervisors the practical legal knowledge they need to manage confidently, fairly, and within the law.
Harassment/Discrimination/Retaliation Awareness for Supervisors
Although harassment in the workplace is not a new issue, its heightened visibility reinforces the singular most important role of supervisors in identifying and resolving problems effectively. This requires more than following a nuts-and-bolts sequence of actions. It is vitally important for leadership to understand the definition of harassment, the significant costs and risks, legal and regulatory definitions and parameters, and most importantly, their role in prevention.
Harassment/Discrimination/Retaliation Awareness for Staff
Perhaps more than any other single human resource management issue, discriminatory workplace harassment and its prevention have been dominant concerns for employers since the 1980s. Harassing behavior can occur by and between co-workers, by supervisors and managers against subordinates, and by non-employees. This program ensures employees understand discrimination, harassment and retaliation, why prevention is important in the workplace, understand their company’s policy and complaint procedure, and their responsibilities if they witness or are a victim of harassment.
Develop Policies and Procedures With Content, Clarity and Consistency
Well-crafted policies and procedures are the foundation of effective workforce management. When done properly, your handbook/policies are a valuable communication tool helping to avoid litigation costs; communicating your culture, benefits, and policy information; and providing the tools and guidance that allow managers to manage and employees to succeed. However, outdated, vague, or inconsistent documentation can create confusion and increase organizational risk. This seminar provides practical tools to help HR professionals, managers, and organizational leaders develop and maintain policies that are clear, relevant, and legally sound.
Drug and Alcohol Abuse Awareness
The potential physical and financial consequences of alcohol misuse and drug abuse are all too real. This informative program discusses the various forms of substance abuse that are typically found in the workplace, how managers and supervisors can detect substance abuse problems, and what they should…and shouldn’t… do if they discover a worker with a substance abuse problem.
Ethics in the Workplace
This training program is designed to equip leaders with the knowledge and tools necessary to foster and maintain ethical standards within their teams. Through interactive discussions, real-world scenarios, and practical decision-making frameworks, managers will learn how to identify ethical dilemmas, navigate complex situations, and lead by example. The course covers essential topics such as compliance with laws and policies, promoting a culture of integrity, and effectively addressing unethical behavior.
JOB CHANGE
Outplacement Workshop
With today’s economy, more and more companies are finding themselves faced with the difficult situation of having to reduce headcount to remain competitive. This workshop will help impacted employees to transition, whether it’s one person or 50. We will provide personalized outplacement services and provide your organization with the means to offer employees effective, affordable outplacement services that can include dealing with job loss, exploring career options, writing resumes and cover letters, networking skills, job search tips and etiquette, interviewing skills, and salary negotiations.
Resume Do’s and Don’ts
A resume is a marketing document, not your life history. It must be skimmed in 30 seconds or read easily by a bot – but still make you stand out from the crowd. It must be clear, direct, professional, and grab the reader right away. What is the secret? Learn how to target your resume to the career you are looking for.
Networking and Job Search Tips
Are you a reluctant networker? Networking is a calculated campaign to contact people who can help you jump start your job search. How can a shy person network – in person or electronically? What’s an “elevator speech?” What job search research is the most effective? Learn to extend your job search network and find resources and options in your job search.
Acing the Interview
How can you prepare to be at your best in an interview? What can make you stand out from the crowd when meeting with a hiring leader? How can you gain “the edge” when answering questions? Learn these and other tips in this fast-paced workshop. Learn what to do to prepare prior to the interview, learn how to handle different types of interviews, learn how to use non-verbal signals to your advantage, and finally, learn how to answer the most common interview questions concisely and effectively.
Networking for Shy People
Even though job search networking is one of the most successful ways to find a new job, it can sound intimidating and sometimes seems a bit scary. It doesn’t have to be. This workshop will give candidates simple steps, advice, and support to enhance their networking efforts, overcome their fears, and learn to network informally and naturally.
Job Search Tips for Older Workers
Everyone can land a great job – but sometimes we need to think and act differently to overcome others (and our own) job search stigmas. This workshop helps every candidate think about their skills, abilities, experience, and yes, even their maturity in a different light. Learn to overcome objections or pre-conceived ideas before they arise, show passion and energy for your career, become technology savvy, and really shine in the interview!
CUSTOMIZED COURSES AND TRAININGS
We can create workshops designed to address your business needs and link to your goals. Customized programs can be scaled to fit your schedule, from a one-hour energizer to a full day intensive experience. We can create multi-session workshops scheduled over a period of time to focus on multiple objectives and skills, or dive deep into a specific subject area. All customized training is tailored to your unique strategies, cultures, people and business challenges. Training can include any topic such as team building, change management, customer service, communication skills, presentation skills, leadership development, technical training, etc. Whether you have a small office of 10, a division of 50, or a company-wide initiative, we can work with you to develop a great program.