Executives responsible for corporate training of managers and supervisors may contact Amy Creasman at 404-822-2208 or amyc@cpml.org to learn how you can observe first hand our workshop's interactive process from a front row seat at no cost.
This is a limited first come-first serve offer. These monitor opportunities fill up quickly, so don't delay. Contact Amy today.
The goal of this unique two day supervisory training course is just what the title of our programs states, i.e., to build a trusting relationship between all levels of management and those they supervise.
This is not an easy assignment, but our rigorous, interactive and not holds barred approach places managers in a sink or swim situation. There are no short cuts or escapes. Participants must roll up their sleeves and deal with vexing workplace problems on the spot. There are no "wait until later" solutions. Participants must act and act quickly and decisively, and in the process, win the respect of hard bitter employees who don't like to take "No" for an answer.
As you may have surmised, this program is not for the faint of heart. Participants must seize the moment, open up channels of two way communication and gain the respect of employees who have lost confidence in their company's management.
It is not a walk in the park, but for those who persevere, the rewards are great. They will not only win the confidence of the disenchanted and demoralized employees at the workshop, but they will take away with them common sense principles that will serve them well as they return to their own workplaces and their own employees.
The challenge is daunting, but the rewards are many.
Click on any of the links below to learn more about the "Building Trust in the Workplace" workshop:
Participants are divided into management teams and dispatched to a hotel room which serves as their "plant headquarters." They are confined to their "headquarters" and spend the rest of the day "interacting" with problems and employees' frustrations with their work environment. It's taxing, it's stressful and draining, but it's worth it.
Building Trust In the Workplace succeeds because the participants work, they don't passively listen and take notes they will never look at again. CPML participants are on the firing line, in the action, responding and reacting to each new conflict and crisis. The groups are kept small...no more than 12 participants per unit...they stay focused and experience the full impact of the program...and more.
Your management team members will experience trust-building in employee relations and learn how to cope with problems that may be festering today in your organization.
They will experience the importance of listening, communicating, reacting and responding to all types of employee problems that populate today's workplaces.
They will learn how to be sensitive to employee's needs, to empathize with their problems and to appreciate the importance of treating each and every employee as a person, not a resource.
Your managers and supervisors
will be capable of resolving everyday problems that arise in the employee/ management relationship, and they will be equipped to deal with workplace issues themselves, i.e., one-on-one with their employees. There will be no need for employees to seek outside intervention, whether that be a lawyer, a lawsuit, an administrative charge or a union organizer.
Each participant has a specific job to do and in that job they…
Your managers and supervisors will come away understanding the reality of what may be actually happening in your organizations and give them the tools they need to respond and head off the seeds of third-party intervention in your relationships with your employees.
After two short days of this extraordinary workshop, your managers will view your employees and their problems in a different light. They will learn the keys to successful management and the art of building a climate of trust with your employees that will preclude any need for them to seek out any third party. They won't believe it necessary to seek a union, a lawyer or any of the many federal or state agencies commissioned to handle their rights.
In today's stressful, time-compressed world employee alienation and frustration can also rise to a level of workplace violence. This program sensitizes participants to greater awareness, recognition and possible solutions for handling this threat.
Why do your managers and supervisors need to attend "Boot Camp"?
Don't let this happen to your organization ... The disappearance of the cold employment contract, downsizing and company growth come at a high cost in employee loyalty and trust. Unfortunately, the cost is not short-term; it may continue covertly to undermine organizations for many years. Low trust impedes organizational leaders from achieving objectives. Lack of respect, likewise, eats away at the bottom line and impairs the overall health of the organization.
Understandably, employees are unwilling to commit all of their energy, skill and talent to a company unwilling to commit to them. As Mary, a once dedicated and hardworking employee, said, "I used to work with for this company; now, I just work for myself." The old informal contract is gone, and often there is no new one to take its place. The result is tentative relationships with low trust, no respect and little, if any, commitment. Many of the best employees voluntarily take early retirement or find new jobs because they are fed up with what is going on and jump at the chance to change employers.
Can "Boot Camp" training be on-site and customized?
Yes, CPML does on-site training for companies with 30 or more managers. Such programs may be tailored to the problems and culture of the specific organization. This also allows a company to train a greater number of managers in a shorter period of time. If interested, contact Amy Creasman at 404-822-2208 or amyc@cpml.org.
Trust and respect take time to develop. They are easy to lose and hard to regain. They are fragile yet indispensable elements in any relationship. By first trusting in themselves and others, it is possible for leaders to develop caring, genuine relationships and build trust with their people. Once this is established, respect will follow.
Taking time to build and maintain trust in the workplace allows employees to focus their energies on what they are there to do and want to do. As a result, suggestions for product and process improvements proliferate, and productivity increases as employees develop a sense of pride and ownership in their jobs and meaning in their work.
The 2007 Job Satisfaction Survey by the Society for Human Resource Management found that good relationships with immediate supervisors and communication ranked among the top five things employees consider necessary to be happy on the job.
An earlier study, entitled Commitment in the Workplace, conducted jointly by the Hudson Institute and Walker Information, concluded that some of the greatest influence on employee commitment and retention were care and concern shown for employees and the employer's trust in employees. These are the very factor which CPML workshops try to instill in its participants.
