101 W. Clearview Ave.
Worthington, OH 43085


Management & Leadership Courses

Management Styles

There are different styles of management and these styles create workplace cultures and impact performance levels. Different
management styles also impact each employee differently depending on a variety of factors. Most managers have a style all of their
own that is frequently the same no matter what situation. However, some managers can be effective at using different management
styles with different employees in different work situations. Finally, if you are not skilled at using different styles in different work
situations, it can damage employee relations and possibly lead to legal complaints.
In this course you will learn about different styles of management (e.g. skills and strengths and weaknesses), evaluate your own
style, begin to explore which style would be best for you in your current organization and how to achieve the competencies of this
style, learn when and how to use “situational leadership”, and explore how to reduce problems such as negative employee relations
and legal complaints.
At the completion of this course, participants will be able to:

  1. Explain the different styles of management.
  2. List and explain the impact each style can and does have on employees, on the culture of the workplace, and on delivery of
    services to customers.
  3. Evaluate your own style.
  4. Explore which style would be best for you in your current organization.
  5. Develop a plan for achieving the competencies of your “contracted” style.
  6. List the benefits of using “situational leadership”.
  7. Determine when and how to use “situational leadership”.
  8. Learn strategies and tactics to reduce problems such as negative employee relations and legal complaints
Strategic Planning

This course is designed for Executives, Senior Managers, and the HR Functions of an organization to facilitate the HR function
becoming a strategic business partner in the achievement of the organizations’ missions. To explore the trends in HR issues and
strategies to overcome these issues; to assess HR’s performance (measuring HR’s contributions), opportunities for new HR goods
and services, and external threats; and how to draft the Strategic Plan document (format of documentation).

Engaging Employees

Inspiring people to follow (leadership) involves a number of philosophies, competencies, and methodologies. Engaging employees
and keeping them engaged requires a combination of these beginning with a clear, concerted picture of the mission and values of the
organization. In addition, efficient communication practices are at the core of inspiring, impactful leadership.
This course is designed to develop the leadership competencies and methodologies to ensure consistent mission messages, to align
personal leadership values with organization values and leadership practices, to increase awareness of employee morale and
engagement, to quit “putting out the fires”, and to communicate efficiently and effectively to achieve the mission while increasing or
maintaining employee morale.

  1. Organization, Department, Unit…Mission Statements
  2. Creating a Leadership Culture: Organization “Core” Values
  3. Your Leadership & Management Values and Their Alignment with the Organization’s
  4. Leadership Integrity: Practices Reflecting Values
  5. Motivation v. Demotivation: Minimizing “Public Sector Turnover” (the body is here, but the soul has left)
  6. Reading, Not Labeling Employees
  7. Communication Strategies and Tactics
    a. Engaging Employees
    b. Communication Values
    c. Situational Leadership
    d. Coaching v. Directing
    e. Communication Roadmap: Creating Efficiencies in Communication
    f. Discussion Worksheet: Design for Results
    g. Leadership “What-If Mind Drills” – Case Studies in Communications
Effective Delegation via SMART Communications

Delegating work is a typical practice in business, no matter what sector or industry. It is used to increase organizational efficiency
and to develop staff. How it is done can have great impact on outcomes and efficiencies, on employee relations, and on legal
compliance. In this course you will learn how to use SMART communication practices when delegating, how to use a communication
efficiency model and tools, how to incorporate situational leadership principles, delegation pitfalls to avoid (including legal risks),
and how to incorporate delegation into individual development plans.

Inspiring “Excellence”

Many organizations are in a “survival” mode; do just what is necessary to stay out of trouble. This course is designed to give
managers the leadership mindsets, skillsets and toolsets to create a workplace culture and practices that inspire all personnel to
continuously pursue improved processes and results.
In this course, participants will learn how to build and maintain teams with drive and focus; how to enhance the impact of diversity;
how to create a workplace in which change is perceived as a positive, ongoing practice; how to inspire personal brilliance which
results in creativity and innovation; and how to benchmark practices within other organizations and industries to create applicable
processes which yield measurable mission results.

  1. Teams:
    a. Their Impact on Business
    b. Teams: Business Families – Functional v. Dysfunctional
    c. Practicing Integration with Other Teams; Evading Silos
    d. Stages in Team Development
    e. Leading Through Team Changes and Maneuvering Through Conflict
  2. Change as a Norm; Inspiration of, Generation of, and Enhanced Responsiveness to
  3. Creating a Continuous Improvement Culture: Initiating and Inspiring Creativity and Innovation; Benchmarking; Best Practices;
    Organizational Mentors…
  4. Workplace Diversity; From Tolerance to Appreciation to “Facilitation” – 1 day
Interviewing Skills for Management

This course addresses two forms of interviewing: 1) Hiring & Promotion Interviews; and 2) Investigative Interviews. In this
course you will learn about Laws & Regulations and other procedural restrictions, Strategies of investigations, Do’s &
Don’ts, Tools to use, establishing Criteria and measuring performance relative to the criteria, and Recommending action.

Course Outline

Hiring & Promotion Interviews (4 hours)

  1. Candidate Assessment Process: Policies, Union Contracts, and Employment Laws (Federal, State – ORC 124,
    and Codes – OAC 123)
  2. The “Do & Don’t Asks” in the Interview Process
  3. Developing Selection Criteria
  4. Assessment Tools & Processes
    • Interviews
    • Roles Plays
    • Demonstrations
    • Sample Work
    • Testing
  5. How to Measure Candidates’ Assessment Performance With Respect to the Criteria, and How to Rate
    Candidates’ Performance

Investigative Interviews – Accusations/Complaints, Misconduct, & Poor Performance (2 hours)

  1. Purpose of the Investigation – Fact Finding leading to:
    • Corrective Action
    • Disciplinary Action
    • Criminal Prosecution
  2. Strategies for an Investigation
  3. Investigative Tools
  4. Laws & Regulations: Policies, Union Contracts, and Employment Laws (Federal, State – ORC 124, and Codes –
    OAC 123)
  5. Weingarten
  6. Garrity
  7. Laudermill