EffortWorks helps your managers and supervisors develop their employees into self-managers—employees who are self-motivated, accountable, and take initiative. This program provides a solid foundation in leadership, performance management, motivation and reinforcement techniques, and continuous improvement processes to better support your entire employee base. The focus is on the leadership/management activities necessary to make peak performance a permanent part of your culture.

 

 


EffortWorks is a comprehensive one-stop for front-line management development. The target audience includes:

  • Front-line managers
  • Management candidates
  • Coaches and mentors
  • High-potential employees

 

EffortWorks includes all of the essentials:

  • Effective leadership
  • Gaining authentic commitment
  • Setting performance expectations
  • Behavioral awareness
  • Coaching versus coaxing
  • Reviewing performance progress
  • Continuous improvement/learning
  • Coaching for improvement/results
  • Reinforcement strategies
  • Diagnosing performance issues
  • Motivating employees
  • Managing performance problems

 

EffortWorks uses a combination of experiential learning exercises, stimulating discussion, and breakout sessions to encourage direct participation and interaction, unleash creativity, open the mind to possibility-thinking—and maximize the learning.

Maximum class size is limited to 32 participants. The EffortWorks program is a 2-day program delivered in the following format:

  • Four half-day modules (each with a specific theme/focus)
  • Two modules delivered per day
  • Each module includes 3 hours and 40 minutes of instructional material plus one 20 minute break (4 hours in total)
  • Each day is 8 1/2 hours long (with a 30 minute lunch break) or 9 hours long (with a 60 minute lunch break)

 

Level 2 learning outcomes for this workshop include the ability to:

  • Differentiate between a focus on "results” and a focus on “process,” and be able to communicate this performance-enhancing message to each employee.
  • Use the Results Formula to diagnose the cause of performance issues and determine the appropriate steps to correct the situation.
  • Use the four quadrants of the Performance Grid to identify each employee and initiate the appropriate behavioral coaching intervention.
  • Identify and communicate the steps necessary to achieve results using the Step It! coaching system.
  • Implement the "inch-by-inch" incremental improvement process and monitor employee progress.
  • Maximize reinforcement opportunities using the AFR (activity focused reinforcement) method of recognition and reinforcement.
  • Utilize the Effort Ticket to teach responsibility and accountability, and create a positive expectation of proactive planning and preparedness.
  • Differentiate between a “compliance” culture and a “commitment” culture, and be better equipped to gain authentic employee commitment.
  • Implement the TPC (think/plan/commit) coaching model to promote employee problem-solving and decision-making.
  • Maximize learning outcomes from both formal and informal learning opportunities using the LEARNlinks templates.
  • Utilize appropriate Behavioral Outcomes to reinforce appropriate behaviors, respond to the behavioral inhibitors to success, and reduce/eliminate inappropriate behaviors.

 

Level 3 & 4 learning outcomes for this workshop include:

  • Increased employee engagement
  • Increased employee satisfaction
  • Increased production
  • Increased quality
  • Reduced turnover