strategic government resources Fourth Dimension Leadership 2014 CLASS CATALOG

Transcription

1 strategic government resources Fourth Dimension Leadership 2014 CLASS CATALOG Strategic Government Resources P.O. Box 1642 Keller, TX

2 Table of Contents Who We Are... 3 Our Learning Philosophy... 4 Quality Strategy... 5 Leadership Competency Grid... 6 Class Descriptions Relational Leadership... 9 Human Relations...10 Customer Service...12 Operational Leadership...15 Supervisory...16 Managerial...19 Systems Leadership Trust Building...24 Systems Building...26 Strategic Leadership Predecessor Competencies Strategic Government Resources Fourth Dimension Leadership 2

3 Who We Are Strategic Government Resources (SGR) was founded in 1999 by long time city manager Ron Holifield for the express purpose of facilitating collaboration among local governments on projects and issues that required an independent third party facilitator. In 2001, a group of cities approached SGR about assisting in the creation of a training alliance. Twelve human resources directors came together to form the North Texas Municipal Alliance (NTMA) in partnership with SGR. A full year was devoted to gaining input, surveying users and developing the right plan for success. In 2002, SGR trained approximately 50 employees through NTMA in our first supervisory series. In 2004, SGR started producing its own curriculum on a contract basis, and in 2006, a decision was made to begin producing all class content in-house. In 2007, SGR began offering a variety of employee assessment services, and by 2008, SGR was training over 700 employees per month through 13 different regional alliances. In 2009, SGR launched an online training initiative and by 2010 was training over 1,000 local government employees per month in 11 states making SGR the leading local government training firm in the nation. In addition to training, SGR provides a variety of other services to local governments including executive recruitment, psychometric assessments, employee coaching and mentoring, elected official and executive team retreats and workshops, management consulting, and other collaborative activities where we can bring unique value to local governments through the power of collaboration. More information about SGR can be found on our website: Our Learning Philosophy SGR s Fourth Dimension Leadership Employee Development Model provides high performance leaders with a meaningful and results oriented approach to transforming their organizations. This transformation is not achieved through dramatic new programs and initiatives. It is only achieved through intentional and effective development today - not just of current leaders, but of the next generation of leaders, and the next generation after that, and the next generation after that. Accordingly, development of future leaders by very definition must be long term in scope, perspective and strategy. Status quo organizations attempt to train rather than develop leaders. They tend to offer a variety of classes on leadership and management, each of which individually may provide good content, but are menu driven and disconnected from one another. In a menu driven environment, employees are left to choose training classes which interest them, or occasionally their supervisor will send them to a particular class for remedial purposes. Unfortunately, even with the best of intentions, menu driven training is by its very nature haphazard, ill focused, and often misses the mark on the leadership skills each individual and the collective team actually need to succeed. More importantly - optional, menu driven training can actually nurture a culture of mediocrity. The absence of a developmental approach to preparing future leaders means a significant portion of individuals who promote do so without the requisite leadership competencies that should have been developed at an earlier level. The higher an individual rises in the organization, the more resistant he or she becomes to being trained. Which means the higher the individual promotes, the more institutionalized the mediocrity becomes. In these organizations, individuals tend to be promoted for their technical competence, but with little preparation to lead others at the higher level. As a result, they rise to one level of responsibility beyond their leadership Strategic Government Resources Fourth Dimension Leadership 3

4 Our Learning Philosophy, continued competency and stagnate. Technically capable and only one level beyond their leadership competency, they are not bad enough to fire. But they are not good enough to promote again, so they end up as long term stealth incompetents - operationally functional but contributing to a culture of mediocrity due to an inability to lead. The result? Institutionalized mediocrity... making authentic transformation virtually impossible to achieve. Fourth Dimension Leadership recognizes that leaders can be developed but that a coherent, planned and holistic building block approach must be utilized to achieve genuine leadership competency and effectiveness. The underlying foundation for success of ALL employees is Relational Leadership (First Dimension), comprised of both Human Relations and Customer Service learning tracks. Fourth Dimension Leadership starts by recognizing that all employees exercise some degree of leadership regardless of position. Leadership at the front line is very different than leadership at the top, but using relational leadership skills to accomplish desired outcomes is still critical for maximum success. Once Relational Leadership competency is attained, an individual is ready to work on developing skills in Operational Leadership (Second Dimension), which provides learning tracks that focus on supervisory and managerial effectiveness. In this Second Dimension, the individual progresses from managing relationship, to managing the performance of employees and operations. Systems Leadership (Third Dimension) prepares leaders who have been responsible for managing daily operations to leaders who are responsible for creating an operational environment that facilitates excellent performance by shaping the culture and core values of the organization. Trust Building and Systems Building tracks help develop leaders who are responsible for designing, implementing and ensuring the effective functioning of healthy systems that govern how all underlying operations are managed. Finally, Strategic Leadership (Fourth Dimension) focuses on producing leaders who transform the organization from what it is to what it aspires to become. A long term and change oriented perspective is required to help an organization envision the future and develop a practical, achievable, and yet aggressive, strategy for shaping its destiny. In each of the three predecessor leadership dimensions, primary emphasis is internally focused on executing with excellence, continuously improving current operations, and creating stable and healthy systems that ensure outstanding performance. With Strategic Leadership, however, the primary leader still bears responsibility for all that is happening within their organization, but their allocation of time and personal attention shifts to become more strategically, and thus more externally, focused. The Fourth Dimension Leadership model intentionally begins developing future leaders when they first enter the organization. It is important to note that the next generation of leaders is already in the workplace with a different set of values, a different reaction to authority, and a different approach to work life in general. As a result, development of this leadership pipeline is particularly critical as today s 20-somethings rise through the organization. The old model of training leaders through osmosis simply will not work in the new world. Indeed, it never worked very well in the old world! To create truly high performing organizations demands a holistic approach to employee development rather than the traditional approach of event based training. SGR s training is designed to help your employees become better overall employees rather than just checking the box like most traditional training programs. Strategic Government Resources Fourth Dimension Leadership 4

5 Quality Strategy Developmental Rather than Training Orientation The creation of high performance organizations demands a holistic approach to employee development rather than traditional event based training. SGR s training is designed to help your employees become better overall employees rather than just checking the box like most traditional training programs. Integrated Curricula that Flow Seamlessly Traditional training programs are viewed as stand alone events that have little to do with other training events attended. SGR s curricula are designed as building blocks which intentionally flow and build both horizontally (from class to class in a series) as well as vertically as a person moves up through the organization. Local Government Context and Content SGR is the only national company that produces a broad array of learning content specifically for the local government environment. The simple fact is that good content presented in the wrong context will not reach your employees. SGR delivers excellent content within a relevant context for local government. Aggressive Quality Control SGR constantly evaluates every aspect of our content delivery. Every class participant responds to a written evaluation of both the presenter and the material, each host city HR Director receives a follow up interview to discuss feedback received from employees who attended the session, and each presenter is asked to provide feedback on their experience. Our offerings and our presenters are constantly being evaluated, critiqued and improved to ensure we continually raise the bar on performance. Aggressive Commitment to Speaker Quality SGR removes from our lineup any presenter that fails to consistently receive a 4+ on a scale of 1-5 from attendees. We are passionately committed to ensuring an outstanding learning experience. In addition, every SGR presenter is expected to be an expert in his/her field, as well as to understand local government and to have exceptional presentation skills. Strategic Government Resources brings a unique dimension and perspective to helping you recruit, select, develop, and retain high performance team members. Strategic Government Resources Fourth Dimension Leadership 5

6 Leadership Competency Grid SGR s Fourth Dimension Leadership Employee Development Model has been carefully designed to develop 20 core leadership competencies in students who progress through all four dimensions. These address all of the major competencies required for an individual to achieve cumulative success in all four leadership dimensions, including Strategic Leadership, the highest level of leadership exercised. While these competencies are not identical to those developed by the International City/County Management Association (ICMA), they have been substantially inspired by the ICMA designated competencies, and it is important to pay tribute to the extensive work that ICMA has done in this regard and the influence ICMA s designated competencies have had on this list. These 20 leadership competencies are essential for every senior executive who aspires to become effective in the Fourth Dimension as a Strategic Leader. However, many of these competencies are also critical at various predecessor levels of leadership. A high degree of effectiveness in all 20 competencies requires a progressive and holistic developmental process of continuous growth that begins with the skills needed for front line human relations and customer service, steadily and progressively builds on that foundation as the individual progresses through all four leadership dimensions and equips the individual to rise to the top of their organization. The color coded grid on the following page details the particular competencies addressed in each specific class offered by SGR. Leadership Competency Grid Legend Relational Leadership Human Relations classes Customer Service classes Operational Leadership Supervisory classes Managerial classes Systems Leadership Trust Building classes Systems Building classes Strategic Leadership Strategic classes Strategic Government Resources Fourth Dimension Leadership 6

7 Leadership Competency Grid PAGE # INTEGRITY DIVERSITY MANAGEMENT INTERPERSONAL COMMUNICATION CITIZEN SERVICE CITIZEN PARTICIPATION MEDIATION AND NEGOTIATION TEAM LEADERSHIP EMPOWERMENT AND DELEGATION COACHING AND MENTORING FACILITATIVE LEADERSHIP HUMAN RESOURCES SYSTEMS PERFORMANCE MEASUREMENT CHANGE MANAGEMENT STRATEGIC PLANNING FINANCIAL ANALYSIS VISION, CREATIVITY, AND INNOVATION PRESENTATION SKILLS MEDIA RELATIONS BUDGETING PERSONAL DEVELOPMENT Ethics: The Heart of Public Service Harassment Prevention Preventing Sexual Harassment Facing the Bully Local Government 101 Embracing Diversity in the Workplace Anger and Stress Management What Were You Thinking?! Understanding Different Personality Styles Extraordinary Customer Service Time Management Effective Interpersonal Communication Learning the Language of Multiple Generations Conflict Resolution Pruning Negativity Supervisory Practices Professional Ethics Employment Law and Supervisory Practices Instilling Customer Service Values Managing Communication Processes Understanding and Managing Generations Hiring the Right People Managing Employee Performance Leading Teams The Art of Effective Delegation Managing Change Strategic Government Resources Fourth Dimension Leadership 7

8 Leadership Competency Grid Tools for Successful Leadership Persuasive Communication Managing a Budget Presentations with an Impact Business Writing Skills Hitting Your Target: Effective Goal Setting Holding Successful Meetings Project Management from Start to Finish On Your Mark, Get Set, Motivate! Understanding and Utilizing Performance Measurements Building Trust in a Diverse Environment Honing Your Emotional Intelligence Building High Performance Teams Coaching for Performance Constructive Conflict Managing Relationships Political Savvy Dealing with the Media Budget and Finance for Non-Financial Managers Strategic Planning Problem Solving and Decision Making Creating a Culture of Accountability Succession Planning PAGE # INTEGRITY DIVERSITY MANAGEMENT INTERPERSONAL COMMUNICATION CITIZEN SERVICE CITIZEN PARTICIPATION MEDIATION AND NEGOTIATION TEAM LEADERSHIP EMPOWERMENT AND DELEGATION COACHING AND MENTORING FACILITATIVE LEADERSHIP HUMAN RESOURCES SYSTEMS PERFORMANCE MEASUREMENT CHANGE MANAGEMENT STRATEGIC PLANNING FINANCIAL ANALYSIS VISION, CREATIVITY, AND INNOVATION PRESENTATION SKILLS MEDIA RELATIONS BUDGETING PERSONAL DEVELOPMENT Introduction to Lean Management in Government 28 Lean Government: Reducing Cost and Improving Quality 28 Strategic Government Resources Fourth Dimension Leadership 8

9 Leadership Competency Grid Six Sigma Green Belt Certification Six Sigma Yellow Belt Certification Six Sigma Black Belt Certification Lean Six Sigma Green Belt Certification Online Only Lean Six Sigma Yellow Belt Certification Online Only Lean Six Sigma Black Belt Certification Online Only PAGE # INTEGRITY DIVERSITY MANAGEMENT INTERPERSONAL COMMUNICATION CITIZEN SERVICE CITIZEN PARTICIPATION MEDIATION AND NEGOTIATION TEAM LEADERSHIP EMPOWERMENT AND DELEGATION COACHING AND MENTORING FACILITATIVE LEADERSHIP HUMAN RESOURCES SYSTEMS PERFORMANCE MEASUREMENT CHANGE MANAGEMENT STRATEGIC PLANNING FINANCIAL ANALYSIS VISION, CREATIVITY, AND INNOVATION PRESENTATION SKILLS MEDIA RELATIONS BUDGETING PERSONAL DEVELOPMENT Strategic Government Resources Fourth Dimension Leadership 9

10 fourth dimension leadership relational leadership is the foundational competency upon which all other leadership dimensions are constructed. Many otherwise qualified managers never achieve excellence as leaders because they do not manage relationships well. High performance organizations place a priority on developing the Relational Leadership skills of all employees, from front line workers to senior executives. human relations customer service Strategic Government Resources Fourth Dimension Leadership 10

11 Ethics: The Heart of Public Service ONLINE ONLY COURSE Human Relations Classes for relational leadership Competencies: Ethics: The Heart of Public Service Ethical behavior is the foundation of a successful organization. Ethics: The Heart of Public Service is an ethics overview that can be used for new employee orientation and an ethics refresher for tenured public sector employees. In this class, participants review the basic rules of ethical conduct in the public sector and learn how to utilize the HEART Ethical Decision Making Process. The class also includes many practical applications and several worksheets, including Unethical Behaviors Public Sector Employees Should Avoid. Harassment Prevention diversity management Workplace Harassment Prevention ALSO AVAILABLE ONLINE Workplace Harassment Prevention instructs participants in creating a place of mutual respect for all employees. This class educates employees at all levels of responsibility on what the law says about sexual and other types of harassment and what constitutes harassment. It also helps define what is and is not appropriate personal behavior in a variety of specific situations and circumstances. Preventing Sexual Harassment diversity management Preventing Sexual Harassment ALSO AVAILABLE ONLINE Sexual harassment and discrimination in the workplace are issues that cannot be ignored. Not only is there a considerable amount of liability for an organization, but there can be personal liability for a public employee as well. Sexual Harassment Prevention provides a comprehensive overview of sexual harassment prevention for public sector employees and includes a test to recognize harassment, principles to create a safe environment and mitigate risk, and discussion of actual workplace scenarios. Facing the Bully diversity management negotiation and mediation Facing the Bully: How to Deal Effectively at Work, at School, and in the Neighborhood Bully. The word alone conjures images and memories. We faced them in the neighborhood. We were stuck with them in P.E. We may be working for one right now! This class looks at the evolution of a bully and the effects of bullying on various environments. We will learn the history of methods used to address bullying and the newest approaches being tested in schools and in the workplace. What about those mean girls who have now grown to be mean women? We will talk about it. Small group challenges and case studies will give us opportunities to think through our personal experiences and the potential outcomes of various approaches. You better be there... or else.. HUMAN RELATIONS CLASSES Human Relations classes are typically required for all of your employees to ensure compliance with various legal, regulatory or risk management laws and regulations. Strategic Government Resources Fourth Dimension Leadership 11

12 Human Relations Classes for relational leadership Competencies: Local Government 101 diversity management citizen participation Embracing Diversity in the Workplace diversity management Local Government 101 ONLINE ONLY COURSE Substantial differences exist between operating in a private company and in the very high visibility and accountability of local government. Local Government 101 assists new employees in understanding the legal, cultural, and political environments of local government. This course provides an overview of the types of local governments and discusses forms of municipal government, specifically focusing on the city managercouncil form of government. Participants will also learn about municipal revenue sources, the annual budget process, and strategies for a successful career in local government. Embracing Diversity in the Workplace ALSO AVAILABLE ONLINE Anger and Stress Management mediation and negotiation The U.S. workplace is more diverse than ever before. Diversity brings many benefits, but it also creates a responsibility for supervisors and employees to learn how to nurture and encourage healthy and vibrant interactions and teamwork in such a diverse environment. Embracing Diversity in the Workplace trains participants how to create a productive, synergistic environment. What Were You Thinking?! personal development Anger and Stress Management ALSO AVAILABLE ONLINE With the pace of life so fast, it seems as if anger and stress can control our lives. It has been estimated that more than half of all doctor visits are due to anger or stress-related illnesses. When we do not have a healthy mechanism to deal with the frustrations in our lives, it can lead to serious health problems. If we take the time for purposeful and constructive action, the path that we take to deal with our anger and stress can actually be a positive one. Anger and Stress Management helps participants communicate anger in healthy ways and implement effective stress management techniques. What Were You Thinking?! ONLINE ONLY COURSE What once were presumed to be commonly shared behavioral standards can no longer be taken for granted. This class uses humor to address inappropriate social behaviors, and helps prepare the employee to respond appropriately to a variety of workplace situations and circumstances. By clearly articulating social and behavioral expectations, organizations increase the potential for an employee s success. Strategic Government Resources Fourth Dimension Leadership 12

13 Understanding Different Personality Styles Relational Leadership requires that employees understand and work effectively with coworkers and customers. Understanding Different Personality Styles utilizes the DiSC Classic personality profile assessment, equipping employees with the tools to identify and effectively deal with different personalities. Often a customer presents his/her primary temperament style within the first minute of conversation, allowing the customer service representative to frame his/her responses accordingly. This class instructs participants in understanding their own temperament styles, as well as identifying the prominent styles in others, so that they can respond to different situations effectively and efficiently. This is the foundational class for all SGR customer service classes. Extraordinary Customer Service ALSO AVAILABLE ONLINE As the pressure increases to keep citizens happy and local business growing and thriving, it is more important than ever that local government employees know how to deliver customer service at the highest level. Extraordinary Customer Service is designed to give the participants a broad overview of customer service and addresses dealing with both internal and external customers. This class instructs participants on topics including making great first impressions, professional phone etiquette, using professionally, being respectful and responsive to customers needs, and interacting with difficult customers. Customer Service Classes for relational leadership Competencies: Understanding Different Personality Styles diversity management mediation and negotiation Extraordinary Customer Service diversity management citizen participation mediation and negotiation CUSTOMER SERVICE CLASSES Customer Service classes train front line personnel to deliver superior customer service. They also provide a critical foundation for all supervisors and managers to create a customer service culture in all areas of the organization. It is recommended that all employees at every level take the entire customer service series. Strategic Government Resources Fourth Dimension Leadership 13

14 Customer Service Classes for relational leadership Competencies: Time Management personal development Effective Interpersonal Communication diversity management mediation and negotiation Time Management Even with cell phones, computers, and Wi-Fi Internet access at their disposal, employees never seem to have enough time to complete important tasks, as well as urgent ones. This can lead to frustration and can directly affect relationships with internal and external customers. Time Management teaches employees to put first things first and implement organizational and time saving strategies. It is easy to try to condense time management into a series of to do lists, or tips, but effective time management is much more than that. This class is based on emotional intelligence principles, taking the participant through a much broader concept of time management than traditional approaches. Effective Interpersonal Communication Learning the Language of Multiple Generations diversity management citizen participation mediation and negotiation Communicating effectively is critical to the success of any organization. Effective Interpersonal Communication identifies how to communicate appropriately with others and defines formal and informal channels of communication. In addition, participants learn positive communication techniques, how to recognize limitations to communication channels, how to decode nonverbal communication, and the art of active listening. Learning the Language of Multiple Generations ALSO AVAILABLE ONLINE Now, more than any time in history, different generations with diverse outlooks are being asked to work together. Learning the Language of Multiple Generations helps employees understand the confusing differences between generations. In this class, participants overcome generational misconceptions and employ effective techniques for communicating with people of all ages, whether citizens or co-workers. The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn. -Alvin Toffler Strategic Government Resources Fourth Dimension Leadership 14

15 Conflict Resolution Conflict, strife, and opposing points of view are part of the workplace and part of life; this cannot be changed. However, employees can change the way they react and manage conflict when it occurs. Conflict Resolution helps employees discover practical, proven alternatives that give them skills to not only deal with difficult and frustrating situations, but to learn from them, thus creating a more productive and less stressful work environment. This class instructs participants in the sources and benefits of conflict, as well as in individual conflict styles. Pruning Negativity Negativity is a crushing, poisonous epidemic in the workplace that drains employees of energy and enthusiasm. Pruning Negativity trains participants how to handle negativity in themselves, their co-workers, and their customers appropriately and effectively, as well as how to prevent negativity in the future. This class uses the analogy of "Pruning the Negativity Tree. Customer Service Classes for relational leadership Competencies: Conflict Resolution mediation and negotiation Pruning Negativity mediation and negotiation Helping local governments shape the future by shaping their people Strategic Government Resources Fourth Dimension Leadership 15

16 fourth dimension leadership operational leadership focuses on supervisory and managerial effectiveness. In this second dimension, the individual progresses from managing relationships to managing the performance of employees and operations. Operational Leadership builds on Relational Leadership - if you cannot manage relationships, you can never achieve excellence in managing the performance of your employees and operations. supervisory managerial Strategic Government Resources Fourth Dimension Leadership 16

17 Supervisory Classes for operational leadership Supervisory Practices It can be very difficult to make the transition from peer to supervisor and to understand the responsibility of this new role. Supervisory Practices helps new supervisors develop their employees, encourage a climate of motivation, plan effectively, and evaluate to make sure performance standards are met. Participants learn the four major roles of a supervisor and how supervision is carried out, taking into consideration the workplace environment and the shared and individual values of all employees. Supervisory Practices is the foundational workshop for all SGR Operational Leadership classes. Professional Ethics Local government employees should be above reproach in adhering to ethical standards and codes. Professional Ethics discusses current business ethics, identifies areas of risk, and reviews leaders' accountability for setting an ethical standard and holding both themselves and others accountable to that standard. This class includes group discussions about ethical dilemmas, guidelines for deciding what is ethical and not ethical in a local government context, and application of the six pillars of character. Competencies: Supervisory Practices team leadership Professional Ethics Employment Law and Supervisory Practices diversity management Employment Law and Supervisory Practices Today, more than ever, it is important for supervisors to understand the nuances of multiple employment laws in order to reduce liability and perform their jobs more effectively. Employment Law and Supervisory Practices increases supervisors awareness of employment laws and emphasizes supervisors' responsibility to comply with laws at the leadership level. This class provides participants with synopses of key employment laws, guidelines for protecting themselves and the organization from liability, and employee counseling timelines and techniques. Instilling Customer Service Values Delivering exceptional customer service only happens within a context of the culture that understands and is committed to customer service values. Instilling Customer Service Values trains managers, in customer relation skills, and in the philosophy of service focusing on three essential elements: consultation, adaption, and mobilization. In addition, this class equips participants to instill customer service values within their teams to ensure outstanding performance. Managing Communication Processes Realistically, no one can afford poor communication. Yet, day after day and year after year, effective communication continues to be a challenge. In Managing Communication Processes, supervisors learn communication techniques that are critical to the success of any organization. This class helps participants apply effective communication principles, utilize strategies to make processes more efficient, and manage communication within their teams to get the best results. Instilling Customer Service Values mediation and negotiation team leadership Managing Communication Processes mediation and negotiation team leadership empowerment and delegation SUPERVISORY CLASSES Supervisory classes focus on basic concepts that supervisors need to know in order to be effective and successful. All employees with supervisory responsibility should take this series. Strategic Government Resources Fourth Dimension Leadership 17

18 Supervisory Classes for operational leadership Competencies: Understanding and Managing Generations diversity management mediation and negotiation team leadership empowerment and delegation coaching and mentoring Hiring the Right People diversity management human resources systems Managing Employee Performance empowerment and delegation coaching and mentoring human resources systems performance measurement Understanding and Managing Generations For the first time in our nation s history, there are four generations simultaneously represented in the workplace. Understanding generational differences is critical for managers to make these different perspectives benefit an organization. Understanding and Managing Generations teaches participants the secrets of successful organizations that accommodate employee differences, create workplace choices, operate from a sophisticated management style, and nourish retention to provide a positive and productive work environment for all generations. Hiring the Right People Have you ever interviewed a candidate for a position and thought they were perfect for the job only to regret your decision several months later? While not always the case, the culprit is often traditional interview questions and techniques that only provide a partial glimpse into a candidate s skills and behaviors. Hiring the Right People asserts that the greatest indicator of future performance is past performance in a similar situation. This class teaches participants how to interview in a way that yields a much more accurate overview of a candidate s performance potential by utilizing techniques that are easy to learn and fun to implement. Managing Employee Performance Meaningful performance management techniques maximize employee performance by communicating areas needing improvement, as well as areas of excellence, in ways that ensure the employee understands the expectations. Performance management is not an event, but rather a continual process that begins while the new employee is still on probation, continues through the career of the employee, and ends with the retirement party. The key to success is an effective performance management process. Managing Employee Performance teaches participants the steps in that process and provides tools to successfully implement each step. Strategic Government Resources Fourth Dimension Leadership 18

19 Leading Teams An effective team is one that achieves a high level of performance and member satisfaction. They must have a climate of openness and trust, a clear purpose, specific roles and work assignments, and an effective system of conflict resolution. Leading Teams teaches participants the dynamics of leading a team, the characteristics of an effective team, and the different team player styles that may make up a team. This class includes a self assessment to identify individual style, team building techniques, and case studies that apply the principles of team leadership. The Art of Effective Delegation Supervisory Classes for operational leadership Competencies: Leading Teams team leadership empowerment and delegation facilitative leadership performance measurement The Art of Effective Delegation empowerment and delegation coaching and mentoring Management can be defined as accomplishing things through others. In order to do that, supervisors must learn to delegate effectively. The Art of Effective Delegation focuses on organizing employees to accomplish goals by maximizing the use of delegation. Supervisors learn the benefits of delegating, how to overcome reluctance to delegate, and how to use tools to avoid lower to higher level delegating. In addition, participants identify multiple ways to "work smarter, not harder," leading to lower stress levels and higher morale. Managing Change Managing Change mediation and negotiation team leadership facilitative leadership performance measurement change management strategic planning financial analysis vision, creativity, and innovation For any change initiative to be effective, the change process must be aggressively managed. Managing Change instructs supervisors in the essential elements of change, including strategy, execution, and the all important human element. This class offers participants an interactive approach to understanding the dynamics of small and organization-wide changes great and small. In addition, participants gain a heightened awareness into their own processes of adapting to fundamental change, while acquiring tools in understanding and guiding others through change. Strategic Government Resources Fourth Dimension Leadership 19

20 Managerial Classes for operational leadership Competencies: Tools for Successful Leadership mediation and negotiation team leadership empowerment and delegation coaching and mentoring facilitative leadership performance measurement change management Persuasive Communication citizen participation mediation and negotiation facilitative leadership change management vision, creativity, and innovation presentation skills media relations Tools for Successful Leadership Leadership is the process of creating alignment and motivating performance. Tools for Successful Leadership explores the concepts of leadership and helps participants recognize leadership opportunities in the workplace and community. This class teaches participants to identify the characteristics of effective leaders and the role that personal values play in leadership. Participants also learn to recognize the dynamic relationship between leaders and followers and to identify the difference between management and leadership. Persuasive Communication Managerial Leadership often involves evaluating alternative courses of action, drawing conclusions and making recommendations for change. To successfully lead, the manager must be capable not only of evaluating and recommending the appropriate course of action, but also of communicating that recommendation in a manner that is compelling and persuasive. Persuasive Communication provides the participant with an understanding of how to communicate well thought out recommendations in a manner that gets results. MANAGERIAL CLASSES Managerial classes explore advanced concepts of management to help move employees from supervisory roles into management level positions. Every employee who has progressed beyond a front line supervisor should take this series. Strategic Government Resources Fourth Dimension Leadership 20

21 Managing a Budget The budget is the single most important policy document a local government adopts. It is the tangible translation of the organization s mission, vision, and values into practical action and service delivery. Capable budget management is one of the primary responsibilities of a manager. Managing a Budget instructs managers in financial terms and concepts, as well as how to implement a comprehensive system to budget efficiently and effectively. This class provides participants with practical insights and understanding regarding budget management. Presentations with an Impact The best presentations are both meaningful and engaging. This class is designed for employees who conduct formal presentations and want to enhance their presentation skills. Presentations with an Impact instructs participants in creating impressive presentations, from writing the content, to effective handouts and visual aids, to mastering the difficult question and answer session. The class includes step-by-step instructions on presentation preparation, handling nervous energy, and methods to improve writing, inflection, and storytelling. Business Writing Skills Business Writing Skills teaches participants to write clearly, concisely, and appropriately in a business context. This class is designed for those who prepare written presentations, letters, memos and s and want to enhance their writing skills. The class includes grammar basics, exercises to enhance sentence structure, and overall improvement of written communication so that participants can convey their messages professionally. Managerial Classes for operational leadership Competencies: Managing a Budget team leadership performance measurement change management strategic planning financial analysis vision, creativity, and innovation presentation skills budgeting Presentations with an Impact diversity management facilitative leadership performance management change management vision, creativity, and innovation presentation skills media relations Business Writing Skills change management presentation skills media relations Strategic Government Resources Fourth Dimension Leadership 21

22 Managerial Classes for operational leadership Competencies: Hitting Your Target citizen participation mediation and negotiation facilitative leadership performance measurement change management strategic planning financial analysis vision, creativity, and innovation presentation skills Holding Successful Meetings citizen participation mediation and negotiation facilitative leadership change management vision, creativity, and innovation Successful Project Management team leadership empowerment and delegation performance measurement change management strategic planning financial analysis vision, creativity, and innovation budgeting Hitting Your Target: Effective Goal Setting Managing individual, team, or organizational goals requires managers to focus on key results areas and to set reasonable and achievable goals. Hitting Your Target: Effective Goal Setting instructs participants in the theories and best practices of goal setting, techniques for avoiding goal setting traps, and strategies for building goals as a team. This class includes discussion of the complete goal setting process, methods for attaining goals, management techniques for keeping a team on track, and a personalized action plan to set and meet goals. Holding Successful Meetings Whether leading a meeting, or simply participating, it is important to get the most out of the time spent. Holding Successful Meetings teaches participants to plan and organize efficient meetings, conduct productive meetings, and interact appropriately in meetings. The class includes techniques to help participants write effective agendas, use timesaving tactics, and employ efficient methods for keeping meetings on task, as well as tips for making meetings meaningful. Project Management from Start to Finish Project Management From Start to Finish offers insight into creating and implementing a systematic approach to manage a successful project and the tools to get it done. Topics such as Planning, Team-building, Risk-Management and Communication are covered and exercised with insightful activities and discussion. Strategic Government Resources Fourth Dimension Leadership 22

23 On Your Mark, Get Set, Motivate! On Your Mark, Get Set, Motivate! instructs participants in motivational theories, the role of the manager in motivating employees, and the three conditions of motivational management: confidence, trust, and satisfaction. This class defines motivation in the workplace, explains some of the classic theories of motivation, pinpoints some powerful needs that motivate people and how to relate motivators to them, and discusses how to develop motivational skills. Managerial Classes for operational leadership Competencies: On Your Mark, Get Set, Motivate! diversity management team leadership empowerment and delegation coaching and mentoring human resources systems performance measurement vision, creativity, and innovation Understanding and Utilizing Performance Measurements A high performing organization is reliant upon meaningful and effective performance measures. Unfortunately, too many organizations do not measure what matters, instead measuring too much of what does not matter. Understanding and Utilizing Performance Measurements equips managers to take their organizations to the next level by understanding, measuring, and interpreting the things that matter. Understanding and Utilizing Performance Measures empowerment and delegation coaching and mentoring human resources systems performance measurements financial analysis budgeting Governments work better when governments work together. Strategic Government Resources Fourth Dimension Leadership 23

24 fourth dimension leadership systems leadership designs, implements and ensures the effective functioning of healthy systems that govern how all underlying operations are managed. In this third dimension, the leader transitions from managing daily operations to creating an operational environment that facilitates excellent performance by shaping the culture and core values of the organization. trust building systems building Strategic Government Resources Fourth Dimension Leadership 24

25 Building Trust in a Diverse Environment The old way of thinking - that differences must be avoided - is a barrier that prevents organizations from being truly successful. Creating a trusting environment is key to capitalizing on the diverse talent in an organization. Building Trust in a Diverse Environment instructs managers on how to create a productive, synergistic, trust-filled atmosphere for employees. This class facilitates a better understanding of the relationship between trust and diversity and teaches participants to create a culture that respects individuality. Honing Your Emotional Intelligence Great leaders move their teams by igniting passion and inspiring success. Honing Your Emotional Intelligence acknowledges and explains the complex mix of social and interpersonal behaviors that incorporate intuition, character, integrity, motivation, communication ability, and relationship skills. This class includes a self-assessment to measure participants strengths and areas for improvement in emotional intelligence and practical situational exercises. Building High Performance Teams In order to keep up with fast-paced change and have the ability to manage change effectively, a commitment to establish a greater degree of teamwork among employees with more responsibility delegated across the organization is needed. Building High Performing Teams focuses on the concepts of goal setting, empowerment, and measuring productivity. The class includes team-building exercises, positive communication techniques, and problem-solving procedures in order to prepare the participants for exceptional team leadership. Coaching for Performance Helping employees achieve their potential relies on a trust relationship. An essential strategy for building trust is knowing when and how to utilize the differing skill sets of coaching, mentoring, and supervisory counseling. Coaching for Performance helps participants understand the difference in these three strategies and how to best utilize each of them to help their teams achieve maximum potential. Trust Building Classes for systems leadership Competencies: Building Trust in a Diverse Environment diversity management citizen participation coaching and mentoring facilitative leadership human resources systems change management vision, creativity, and innovation Honing Your Emotional Intelligence citizen participation mediation and negotiation coaching and mentoring facilitative leadership change management vision, creativity, and innovation personal development Building High Performance Teams team leadership empowerment and delegation coaching and mentoring facilitative leadership human resources systems performance measurement vision, creativity, and innovation Coaching for Performance coaching and mentoring vision, creativity, and innovation personal development TRUST BUILDING CLASSES Trust Building classes equip executives to develop the skill sets necessary to create a trust-centered environment, which is essential for high performance people to thrive. Strategic Government Resources Fourth Dimension Leadership 25

26 Trust Building Classes for systems leadership Competencies: Constructive Conflict diversity management mediation and negotiation personal development Constructive Conflict Conflict, strife, and opposing points of view are part of the workplace and part of life; this cannot be changed But we can change the way we react and manage conflict when it occurs. In Constructive Conflict, you will discover practical, proven alternatives that will give you skills to harness in the most difficult and frustrating situations. Managing Relationships Managing Relationships diversity management mediation and negotiation coaching and mentoring facilitative leadership vision, creativity, and innovation personal development Political Savvy citizen participation facilitative leadership change management vision, creativity, and innovation media relations Dealing with the Media citizen participation media relations Getting things done is all about dealing with people. Managing Relationships helps leaders be more effective in their jobs by being more effective in the way they deal with people, including citizens, employees, peers and their own supervisors. This class explores the unique individuality that each employee brings to the workplace, and then presents options for effectively managing relationships with individual employees. The purpose of this class is to improve communication and relationships, which will result in increased productivity and comfort in the workplace. Political Savvy Achieving success as a leader in local government requires an exceptional degree of political savvy to know when and how to pursue important issues. The challenge is to be exceptionally politically astute without becoming political. Political Savvy helps participants develop a sensitivity to political dynamics, recognize when things may not be what they seem, and helps them learn to avoid a variety of political pitfalls. Dealing with the Media Carelessness with the media can be treacherous. Dealing with the Media helps participants avoid pitfalls and build effective working relationships with the media. This class provides a basic understanding of the motivation, needs, and operating practices of the media, as well as effective strategies for managing relationships with the media within the context of open meetings and open records requirements. Strategic Government Resources Fourth Dimension Leadership 26

27 Budget and Finance for Non-Financial Managers It is vital for leaders to understand financial terms and concepts, as well as be able to implement a comprehensive system to budget efficiently and effectively. Budget and Finance for Non-Financial Managers equips managers to effectively manage their budgets and understand financial management basics. Strategic Planning Systems Building Classes for systems leadership Competencies: Budget and Finance for Non-Financial Managers performance measurement financial analysis budgeting Systems Leadership is about putting processes in place to make an organization run more efficiently and effectively. Strategic Planning instructs leaders in a five-step process: envisioning the mission, performing a strategic audit, identifying strategic goals and objectives, composing an action plan, and evaluating the results. The class includes exercises to improve participants' goal setting skills, demonstration of the written format for a strategic plan, opportunities to develop a step-by-step strategic plan, and small group discussions of case studies. Problem Solving and Decision Making Leadership often requires thinking through complex problems and providing decisive answers. Problem Solving and Decision Making instructs leaders in employing a threestep process to solve problems: understanding the issue, finding solutions, and planning next actions. This class includes activities to promote creative problem solving and techniques to identify the starting issue, desired outcomes, and root causes of problems. In addition, it provides an opportunity to develop a personalized action plan for solving problems and making decisions in the future. Strategic Planning performance measurement financial analysis vision, creativity, and innovation presentation skills budgeting Problem Solving and Decision Making citizen participation performance management vision, creativity, and innovation personal development SYSTEMS BUILDING CLASSES Systems Building classes build on the foundation of a trustcentered environment to create healthy and effective systems that create organizational confidence and high performance. Strategic Government Resources Fourth Dimension Leadership 27

28 Systems Building Classes for systems leadership Competencies: Creating a Culture of Accountability citizen participation human resources systems performance measurement financial analysis Creating a Culture of Accountability Today s world is one in which citizens are demanding an ever-increasing level of accountability from their local government, and the media is more aggressive in scrutinizing performance than ever before. In this environment, it becomes even more important to ensure that accountability permeates the entire organization. Creating a Culture of Accountability uses the 12 tenets of the ICMA Code of Ethics as the framework for creating a pervasive cultural commitment to a high accountability environment. Succession Planning diversity management empowerment and delegation coaching and mentoring human resources systems performance measurement change management strategic planning vision, creativity, and innovation personal development Introduction to Lean Management in Government empowerment and delegation performance measurement change management strategic planning financial analysis vision, creativity, and innovation budgeting Reducing Cost in the Workplace performance measurement strategic planning financial analysis budgeting Succession Planning Almost 7,900 baby boomers retire every day. Many local governments report more than 70% of their current workforce is eligible to retire. Despite this, few organizations have adequately prepared a leadership pipeline that will ensure continuity and competence in their next generation of leaders. Succession Planning provides a practical strategy and game plan for an organization to develop a qualified pool of leaders ready to be promoted as the generation shift occurs. Introduction to Lean Management in Government ALSO AVAILABLE ONLINE Doing more with less has become a way of life for many local governments. However, using traditional techniques of simply working harder offers limited opportunity for substantial improvements. Traditional approaches often result in declines in service levels and employee morale. Introduction to Lean Management in Government introduces principles that help organizations increase productivity by working smarter, not harder. Lean Government: Reducing Cost and Improving Quality From The City Manager, a New Profession Lean management and the principles of Six Sigma have driven the cry of faster, better, cheaper. As organizations embrace the principles of LEAN management, this class provides practical insights into some of the most successful strategies being utilized by local governments across the United States. Lean Government: Reducing Cost and Improving Quality provides participants with an opportunity to learn the best ways to reduce costs while maintaining high levels of customer service. City government is experiencing a civic revolution. We have run suddenly upon a novel age when well tried formulas are nil, where old landmarks are transformed into strange beacon lights, and the new anchorage we all seem to be seeking is yet afar off. Revolution in municipal government is but one of our ventures into the virgin land of untried things. The seeking of the truer, the finer, of the less wasteful and more efficient is the advertisement of our national restlessness. The failure of the old has stung our pride into a pilgrimage to find something newer, nobler and more satisfying than that which the old government could give, with its incompetence, its sloth, its extravagance. From this genesis, the new order sprang. The City Manager plan is part of this more modern trend of thought. by Harry Aubrey Toulmin, 1915 Strategic Government Resources Fourth Dimension Leadership 28

29 Six Sigma Yellow Belt Certification This 2-day course provides an overview of the Six Sigma methodology and an introduction to the basic tools of Six Sigma and process management. Within Six Sigma, a Yellow Belt participates on improvement projects, but does not yet lead any projects. A Yellow Belt typically develops process maps or uses other basic improvement tools to support Six Sigma projects. Systems Building Classes for systems leadership Competencies: LEAN Six Sigma Yellow Belt Certification performance measurement strategic planning financial analysis budgeting Six Sigma Green Belt Certification This 8-day course extends work done in Yellow Belt training and provides a deeper understanding of the Six Sigma methodology and its tools and techniques. Within Six Sigma, a Green Belt is able to lead projects that have the improvement potential of up to $100,000. A Green Belt is well-versed in all the improvement tools and techniques used in Six Sigma. Prerequisite: Yellow Belt Training/Certification NOTE: Day 4-8 training is not taken immediately after Day 1-3 training. In between these two training sessions, the Green Belt candidates are given specific homework assignments. It is suggested that these assignments last a minimum of 2 weeks and a maximum of 4 weeks. Six Sigma Black Belt Certification LEAN Six Sigma Green Belt Certifcation performance measurement strategic planning financial analysis budgeting LEAN Six Sigma Black Belt Certification performance measurement strategic planning financial analysis budgeting This 2-week course extends work done in Green Belt training and provides a much deeper understanding of the Six Sigma methodology and its tools and techniques. Within Six Sigma, a Black Belt is able to lead projects that have the improvement potential of over $100,000, and is able to supervise and mentor Green Belts. A Black Belt is an expert with all the tools and techniques used in Six Sigma. Prerequisite: Green Belt Training/Certification NOTE: In between Week 1 and Week 2 training, the Black Belt candidates are given specific homework assignments, in addition to managing at least one Green Belt project. It is suggested that these assignments last between 2 weeks and 8 weeks. OUR PHILOSOPHY Strategic Government Resources acts as your in-house employee development department. We provide high quality training expressly designed for local governments by leading local government experts. Strategic Government Resources Fourth Dimension Leadership 29

30 Systems Building Classes for systems leadership Competencies: Six Sigma Yellow Belt Certification - ONLINE performance measurement strategic planning financial analysis budgeting Six Sigma Green Belt Certification - ONLINE performance measurement strategic planning financial analysis budgeting Lean Six Sigma Yellow Belt Certification Training ONLINE ONLY COURSE This complete Lean Six Sigma DMAIC course prepares participants to perform the role of a Lean Six Sigma Yellow Belt. The Lean Six Sigma Yellow Belt Training Materials are a comprehensive curriculum covering the Define, Measure, and Control phases within the Lean Six Sigma D-M-A-I-C (The acronym for core phases of the Lean Six Sigma methodology used to solve process and business problems through data and analytical methods: Define, Measure, Analyze, Improve and Control) body of knowledge required to successfully prepare students to achieve Yellow Belt certifications and performance standards. This course is a rigorous learning experience, upon completion of which, you will receive designation as a Six Sigma Yellow Belt from Strategic Government Resources. It is important to note that Six Sigma Yellow Belt training has been developed for the private sector and terminology and context are not local government specific. However, the principles and concepts you will learn in this course have tremendous applicability to local government. Lean Six Sigma Green Belt Certification Training ONLINE ONLY COURSE This complete Lean Six Sigma DMAIC course prepares participants to perform the role of a Lean Six Sigma Green Belt. The Lean Six Sigma Green Belt Training Materials are a comprehensive curriculum covering everything within the Lean Six Sigma D-M-A-I-C (The acronym for core phases of the Lean Six Sigma methodology used to solve process and business problems through data and analytical methods: Define, Measure, Analyze, Improve and Control) body of knowledge required to successfully prepare students to achieve Green Belt certifications and performance standards. This course is a rigorous learning experience, upon completion of which, you will receive designation as a Six Sigma Green Belt from Strategic Government Resources. There are no prerequisites for the Green Belt Certification course. The coursework is designed to equip you for the role you will play within your organization and as such, is comprehensive in scope per that role. It is important to note that Six Sigma Green Belt training has been developed for the private sector and terminology and context are not local government specific. However, the principles and concepts you will learn in this course have tremendous applicability to local government. Strategic Government Resources Fourth Dimension Leadership 30

31 Lean Six Sigma Black Belt Certification Training ONLINE ONLY COURSE This complete Lean Six Sigma DMAIC course prepares participants to perform the role of a Lean Six Sigma Black Belt. The Lean Six Sigma Black Belt Training Materials are a comprehensive curriculum covering everything within the Lean Six Sigma D-M-A-I-C (The acronym for core phases of the Lean Six Sigma methodology used to solve process and business problems through data and analytical methods: Define, Measure, Analyze, Improve and Control) body of knowledge required to successfully prepare students to achieve Black Belt certifications and performance standards. This course is a rigorous learning experience, upon completion of which, you will receive designation as a Six Sigma Black Belt from Strategic Government Resources. There are no perquisites for the Black Belt Certification course. The coursework is designed to equip you for the role you will play within your organization and as such, is comprehensive in scope per that role. It is important to note that Six Sigma Black Belt training has been developed for the private sector and terminology and context are not local government specific. However, the principles and concepts you will learn in this course have tremendous applicability to local government. Systems Building Classes for systems leadership Competencies: Six Sigma Black Belt Certification - ONLINE performance measurement strategic planning financial analysis budgeting Strategic Government Resources Fourth Dimension Leadership 31

32 fourth dimension leadership strategic leadership focuses on transforming the organization from what it is to what it aspires to become. The fourth dimension requires a long term and change oriented perspective for an organization to envision the future and develop a practical, achievable, and yet aggressive strategy for shaping its destiny. Strategic Government Resources Fourth Dimension Leadership 32

33 Strategic Classes for strategic leadership Fourth Dimension Leadership was designed as a comprehensive leadership development system in response to traditional training programs that have failed to have a long term, meaningful and measurable impact on developing effective leaders at all levels of the organization. Strategic Leadership within any given organization must be tightly focused at the top. A healthy organization simply cannot have multiple top leaders with multiple visions leading change in multiple directions. However, many individuals can and should strive to become a Strategic Leader within the context of their own operating unit. In other words, Strategic Leadership must be exercised very narrowly at the top of an organization, but Strategic Leadership skills can be beneficial to both Operational and Systems level leaders and can be exercised effectively within the context of a single department. The primary role of the Strategic Leader shifts from current operations, to identifying, assessing, interpreting, and communicating future environments the organization will be facing. The Strategic Leader must also articulate a coherent and persuasive vision of exactly what the future should look like in practical terms, and then develop a clearly achievable game plan for how the organization will make the envisioned future a reality. An essential component of this game plan must be the development of a leadership pipeline. As a result, the developmental process for Strategic Leadership is quite different than for predecessor dimensions. Core competencies are still identified, mirroring those identified at predecessor levels, but each competency is addressed within the context of an Executive Briefing based on various leading business books on that particular topic. This Executive Book Briefing approach to learning broadens the horizons and context with which the Strategic Leader thinks about the specific future of his/her own organization. It will require approximately a two year cycle to cover all of the competencies. Competencies: 1. personal, professional, and organizational integrity 2. diversity management 3. interpersonal communication 4. citizen service 5. citizen participation 6. mediation and negotiation 7. team leadership 8. empowerment and delegation 9. coaching and mentoring 10. facilitative leadership 11. human resources systems management 12. performance measurement/ management and quality assurance 13. change management 14. strategic planning 15. financial analysis 16. vision, creativity, and innovation 17. presentation skills 18. media relations 19. budgeting 20. personal development STRATEGIC CLASSES Strategic classes are executive book briefings on current business books and are based on the 20 key competencies. Strategic Government Resources Fourth Dimension Leadership 33

34 fourth dimension leadership predecessor competencies focus on three main areas: technological competency, professional competency, and personal competency. It is essential to master each of these three areas before you can truly develop as a leader. In other words, while these competencies are not part of the leadership development process itself, they are essential prerequisites to becoming an effective leader. technological competency professional competency personal competency Strategic Government Resources Fourth Dimension Leadership 34

35 Technology Classes for technological competency Microsoft Word 2010 ONLINE ONLY COURSE Turn boring documents into must-read material with powerful formatting, charts, and tables. This Microsoft Word course lets employees of any technical level learn exactly what they need to know at their own pace. The course begins with Word fundamentals and then moves on to more advanced topics like styles, charts, and mail merge. Employees will receive access to this course for one year. Microsoft Excel 2010 ONLINE ONLY COURSE Microsoft Excel turns unorganized data into useful information and quickly makes visually appealing spreadsheets and reports. This Microsoft Excel course lets employees of any technical level learn exactly what they need to know at their own pace. It starts with Excel fundamentals and then moves on to advanced topics like functions, PivotTables, and macros. Employees will receive access to the course for one year. Microsoft PowerPoint 2010 ONLINE ONLY COURSE Not getting the message across? Maybe it s those canned presentations that have been around for years. With this Microsoft PowerPoint course, employees will learn how to create and deliver dynamic, professional-looking presentations. Employees will receive access to the course for one year. How to Use a Fire Extinguisher ONLINE ONLY COURSE Not getting the message across? Maybe it s those canned presentations that have been around for years. With this Microsoft PowerPoint course, employees will learn how to create and deliver dynamic, professional-looking presentations. Employees will receive access to the course for one year. Organization-specific technological competencies TECHNOLOGICAL COMPETENCY CLASSES Technological Competency classes help individuals improve their efficiency and effectiveness in the workplace. There are three aspects to technological competency: literacy, proficiency and specialization. Strategic Government Resources Fourth Dimension Leadership 35

36 Lead Worker Classes for professional competency Transitioning from Peer to Team Leader Making the leap from peer to team or crew leader is never easy. New team leaders frequently struggle to balance their old co-worker relationships with their new responsibilities. Transitioning from Peer to Team Leader teaches participants skills and techniques to make this important transition a positive and productive experience. This class challenges participants to accept new realms of responsibility involving productivity, safety, and public image. Building on that foundation, learners then work together to discover the three keys to a successful transition: acknowledge realities, be observant, and serve proactively. Leading By Example As employees move into leadership roles, the example they set becomes increasingly important. Leading By Example challenges participants to acknowledge both the existence of influence and the power that it wields. This class explores the concepts of leadership and helps the participant recognize leadership opportunities in the workplace. Effective Listening Skills Although everyone talks and listens to one another, they may not be communicating effectively. Most people are so busy thinking of what they want to say next that they often miss important cues for success. Effective Listening Skills instructs participants in the art of active listening. Listening has become a neglected communication skill. Active listening is a difficult skill to learn, but the payoff can be great. Participants explore the process of listening more effectively and learn specific tools to maximize interpersonal communication. Building a Respectful Workplace The foundation for successful teams is working in a respectful environment. Building a Respectful Workplace explores the principles for building a respectful workplace and steps to eliminate disrespectful behavior. After discussing their own experiences, participants will observe a number of scenarios that challenge them to respond to various forms of disrespect in the workplace. LEAD WORKER CLASSES Lead Worker classes are designed for crew leaders and comparable positions who are likely candidates for future promotion to supervisor. It provides very practical, handson training for front line lead workers. Strategic Government Resources Fourth Dimension Leadership 36

37 Administrative Assistant Classes for professional competency Extraordinary Assistants Understanding the workplace is the first step in becoming a successful and extraordinary administrative assistant. Assistants who know who they are, where they are, and what is expected of them will go a long way in effectively serving their internal and external customers. Extraordinary Assistants discusses the importance of a thorough knowledge of workplace culture, understanding the ethical expectations related to that culture, and the proper steps to building rapport and winning the trust of co-workers and customers. Etiquette Intelligence Empowerment in the workplace starts with making sure your professional presence projects confidence and authority. Understanding professional etiquette can make a difference. Etiquette Intelligence instructs participants on how to make great first impressions, explores classic mistakes to avoid when using tools such as voic and , and reviews professional courtesies that can give you the edge in building positive business relationships. The Art of Planning Ahead The Art of Planning Ahead encourages participants to think one step ahead. Building on this foundation of strategic thinking, participants discover skills that can improve both communication and time management in the workplace. ADMINISTRATIVE ASSISTANT CLASSES Administrative Assistant classes focus on basic concepts that administrative assistants need to know in order to be effective and successful. Each class is specifically focused on training administrative support staff in local governments. Strategic Government Resources Fourth Dimension Leadership 37

38 Career Management Classes for professional competency Crafting a Winning Transmittal Letter ONLINE ONLY COURSE Crafting a Winning Transmittal Letter is designed to walk local government job seekers through the first stage of the application submission process. This course reviews, "stand out from the crowd" submission techniques, a successful transmittal letter crafting process, and transmittal letter spoilers that must be avoided. This course is a must for the first time public sector job seeker or the seasoned local government professional seeking to transition to a new job or advance his/her career. CAREER MANAGEMENT CLASSES Career Management classes address competencies that are important for individuals seeking to obtain or advance in a career in local government. Strategic Government Resources Fourth Dimension Leadership 38

39 ADA Compliance Guidelines for Supervisors ONLINE ONLY COURSE It is essential for all supervisors to understand the Americans with Disabilities Act (ADA) in order to ensure legal compliance, as well as to provide employees with the benefits and protections of the law. This class provides an overview of the ADA and the ADA Amendments Act (ADAAA) and uses real-life examples to demonstrate when a supervisor should consult with the human resources department regarding ADA. FMLA Compliance Guidelines for Supervisors ONLINE ONLY COURSE Other Position-Specific Classes for professional competency FMLA Compliance Guidelines for Supervisors provides a comprehensive overview of the Family and Medical Leave Act for employees at the supervisory level. In addition, the class familiarizes supervisors with the history of FMLA, reviews FMLA notice requirements, reviews the supervisor s role in FMLA compliance, and reviews multiple FMLA frequently asked questions and clarifies answers. ADA Compliance Guidelines for Managers ONLINE ONLY COURSE It is essential for all managers, in addition to human resources staff, to have a thorough understanding of the Americans with Disabilities Act (ADA) in order to ensure legal compliance, as well as to provide employees with the benefits and protections of the law. This class provides information on the ADA and the ADA Amendments Act (ADAAA) and uses case studies to enhance managers understanding of this important law. FMLA Compliance Guidelines for Managers ONLINE ONLY COURSE FMLA Compliance Guidelines for Managers provides a comprehensive overview of the Family and Medical Leave act for employees at the managerial level. The class reviews the manager s role in leveraging a strategic relationship with human resources for the purpose of organization wide FMLA compliance. Red Flags Rule: Identity Theft Prevention ALSO AVAILABLE ONLINE Identity Theft is the fastest growing crime in the United States, and the second most common form of identity theft is utilities fraud. Under the Identity Theft Red Flags Rule, which are part of the FACT Act of 2003, organizations are required to implement an Identity Theft Prevention Program. Red Flags Rule provides front line employees with an understanding of the requirements of the Red Flags Rule and their organization s Identity Theft Prevention Program. This class, combined with an internal review of any organization-specific procedures, will meet the employee training requirement of the Red Flags Rule. Participants receive hands-on training regarding the types and categories of Red Flags in order to assist employees in identifying and detecting Red Flags, as well as how to prevent and mitigate identity theft by protecting sensitive customer information. POSITION-SPECIFIC CLASSES Position-Specific classes address competencies that are important for specific roles and responsibilities. Strategic Government Resources Fourth Dimension Leadership 39

40 Other Position-Specific Classes for professional competency Drug and Alcohol Abuse Awareness for Supervisors Any employee who struggles with a drug or alcohol problem, or who comes to work under the influence, puts his/her personal safety and other individuals' safety at risk and creates significant potential for legal liability on the part of the organization. Drug and Alcohol Abuse Awareness for Supervisors teaches participants how to implement leadership initiatives designed to create an environment of prevention and accountability, how to recognize drug and alcohol problems, and how to react appropriately when an incident occurs. Workplace Violence Awareness for Supervisors Workplace Violence Awareness for Supervisors instructs participants on how to create a safe environment for your employees. As the number of workplace violence incidents continues to rise, it is increasingly important to be able to recognize threats and take preventative action. The class includes techniques to improve your ability to see warning signs and respond effectively, guidelines for documenting behavior, and group discussion of case studies involving actual workplace violence situations. Telephone Skills Training for Local Government Employees Statistics have shown that 55% of the communication process involves body language. This means that we lose over 50% of our ability to communicate when on the telephone. If good communication is the key to getting the job done right, then learning effective communication strategies on the telephone is crucial to any organization s ongoing success. Telephone Skills Training for Local Government Employees instructs participants in basic phone etiquette, phone manners that make a good business impression, the correct way to answer and speak on the phone, how to deal with resistance and disgruntled callers, and much more. If you make or receive even a handful of phone calls each day, this training initiative will continue paying dividends for years to come. Programming Rated T for Teens: Library Resources Programming Rated T for Teen: Library Resources encourages participants to develop highly interactive, fun, and successful programs for young adults. This class takes participants through a SWOT analysis, setting up program or production, and tips on grant writing. In addition, this class includes an overview of the Search Institute s 40 Developmental Assets, practical information on developing teen programs, the six P s + 1 of planning an event, tips on the Do s and Don ts in teen programming, and several specific programs that can be utilized immediately. Strategic Government Resources Fourth Dimension Leadership 40

41 HIPAA Compliance Training for Supervisors ONLINE ONLY COURSE Other Position-Specific Classes for professional competency HIPAA Compliance for Supervisors reviews federal compliance guidelines for local government supervisors responsible for Health Insurance Portability and Accountability Act employee awareness, pattern, and practice. DOT Drug Testing and Reasonable Suspicion Training for Supervisors ONLINE ONLY COURSE Department of Transportation (DOT) Drug Testing and Reasonable Suspicion Training for Supervisors has been developed by Strategic Government Resources to ensure that local government supervisors meet mandated DOT training requirements. The online course defines reasonable suspicion, reviews DOT drug testing regulations for supervisors, specific compliance steps, record keeping regulations, and frequently asked questions. DOT Alcohol Testing and Reasonable Suspicion Training for Supervisors ONLINE ONLY COURSE Department of Transportation (DOT) Alcohol Testing and Reasonable Suspicion Training for Supervisors has been developed by Strategic Government Resources to ensure that local government supervisors meet mandated DOT alcohol testing training requirements. The 90 minute online course defines reasonable suspicion, reviews DOT alcohol testing regulations for supervisors, specific compliance steps, record keeping regulations, and frequently asked questions.. Strategic Government Resources Fourth Dimension Leadership 41

42 Personal Classes for personal competency Drug and Alcohol Abuse Awareness for Employees ONLINE ONLY COURSE Drug and Alcohol Abuse Awareness for Employees familiarizes local government employees with all aspects of a drug free workplace program. Now, more than ever, it is important to know what should be done in crisis situations, as well as ongoing problem situations. This class teaches participants techniques to constructively confront a potential drug or alcohol abuse problem, guidelines to avoid liability, and includes guided group discussions about common workplace scenarios. Organization-specific personal competencies PERSONAL COMPETENCY CLASSES Personal Competency classes address specific personal behavior, which is essential for workplace success. Strategic Government Resources Fourth Dimension Leadership 42

43 Strategic Government Resources Other SGR Services Online Training Consulting Executive Recruitment SGR has local government specific online courses, and continues to develop one online course on average every six weeks. Some of the courses include: Sexual Harassment Prevention Embracing Diversity in the Workplace Ethics: The Heart of Public Service Red Flag Rules and Identity Theft Prevention FMLA Compliance Guidelines for Supervisors Introduction to Lean Management in Government Local Government 101 Extraordinary Customer Service These courses can be accessed on a Pay Per View basis or through SGR s customizable online Learning Management System (LMS). SGR s LMS can be customized with your organization s name and logo, includes the six local governmentspecific courses (as well as the additional courses that will be added), and has testing and tracking capabilities. SGR has assembled a premier pool of former local government experts and practitioners. This allows us to configure a multidisciplinary team that has real world experience and a stellar reputation to meet virtually any consulting need a local government may have. Relying on a large pool of local government experts with national reputations allows SGR to deliver a much higher quality of service and level of expertise at a much lower cost than traditional consulting firms. Areas of consulting expertise offered by SGR s team of local government experts includes, but is not limited to: Operational Assessments of Individual Departments Succession Planning Arts Master Planning Public Safety Operations Strategic Planning Human Resources Organizational Culture Shift Reducing Cost Managed Competition SGR provides a comprehensive scope of executive search services. Each executive search service contract is tailored to meet the client s specific needs. SGR s executive recruiting services are unequaled. SGR provides a high degree of personal attention to each executive search that is conducted, and our role is to find the person who is the very best possible match for your organization. Online Job Board SGR has developed an online Job Board that is convenient, affordable and easy to use. On any given day, there are 2,000+ local government job opportunities from across the nation, available to Job Seekers for free, and the SGR website has over 7,700 unique visitors, who are primarily local government officials. Strategic Government Resources Fourth Dimension Leadership 43

44 Strategic Government Resources REVISED 06/2014 Other SGR Services Helping local governments shape the future by shaping their people Executive Book Briefings SGR Executive Book Briefings are the single most effective approach available for the professional development of senior management. Each briefing presents an overview of a leading business book along with practical applications for local government. The optional cascading learning plan engages an entire organization in meaningful discussion regarding vision, values and performance. Next Generation Leaders SGR is committed to help your organization assess, identify, and develop leaders that will not only move your goals and objectives forward, but exceed the expectations of your internal and external stakeholders. SGR has extensive experience in helping organizations design and implement professional development programs that help recruit, retain, and maximize the performance of your next generation leaders. Best Practices Forums Throughout the year, SGR organizes various Best Practices Forums based upon state of theart technology, new compliance requirements, and current issues affecting local government. In this environment, municipal professionals are able to receive and exchange a wealth of information on a given subject from select industry leaders, and implement the information into their respective organizations. Custom Workshops Nothing is as important to achieving exceptional organizational success as an effective program for coaching and mentoring. SGR s team of highly respected local government professionals allows us to match employees with the right coach or mentor to help them maximize their professional growth. The use of assessments has become essential for employers who want to put the right people into the right jobs, provide employees with effective training, help managers become more effective, and promote people successfully. SGR is an Independent Authorized Distributor of Inscape Publishing. Available assessments include: DiSC Classic DiSC Classic 2.0 Plus DiSC PPSS DiSC Management Profile DiSC Preview DiSC Indra Assessments DiSC Action Planners Team Dimensions Profile Coping and Stress Profile Discovering Diversity Profile Personal Development Profile Personal Listening Profile Personal Learning Insights Profile Time Mastery Profile Work Expectations Profile Strategic Government Resources Fourth Dimension Leadership 44