Program Curriculum
While our standard framework is researched and robust, we can also customize this program to meet the specific needs of your organization; including company-specific exercises, training locations and times and we can focus on areas of particular development need.
We also partner with other educational partners that can offer the training to combine your needs for both “soft skills” and technical skills training in an inclusive program format.
Contact us today to discuss a customized program for your needs!
Level One (1) Modules
RPRS Introduction and the Basic Rules
• Expectations and Ground Rules for the RPRS Sessions
• Three basic “people” rules: show respect, build trust, be positive
• Responsibilities in the workplace around “people skills”
• Making progress through assessments, individual goals and partner pacts
Listening to Your Coworkers
• Paying close attention to your team mates
• Actively following up with clarifying questions
• Restating what you’ve heard
• The special listening required when learning a new job or task
Communicating Directly and Respectfully
• Knowing your message, knowing what you want to express
• Being simple, direct, and clear, while also maintaining respect
• Influencing others, contributing to the team
• Communications is much more than word choice
Giving and Gaining Feedback
• What’s the feedback goal? Are you being helpful to the team?
• Coworkers know useful things about you
• The power of specifics and observation
• Distinguishing between, and separating, behaviors & issues from personalities
Responding Positively to Emotions and Conflict
• Understanding stress, emotions, and the body’s reactions
• Acknowledging coworkers’ emotions as they’re happening
• Conflict can be helpful, conflict can be managed
• Techniques to defuse conflict and move forward
Critical Thinking and Problem-Solving
• Recognizing your “automatic” thinking
• Checking out assumptions, paradigm shifts
• Exploring techniques for different kinds of thinking
• How clear thinking leads to clear decisions
Level Two (2) Modules
Setting the Tone as the Leader
• Establishing fairness, limiting favoritism
• Leading by example, building self-awareness, showing respect
• Making expectations clear
• Creating a flexible and fun place to work
Time management/Dealing with Multiple Priorities
• How not to run out of time on your shift
• How to select and use common time management tools
• How to limit your “fire-fighting”
• How to deal with the stress of being the “go-to” person
Anti-harassment/diversity/EEO
• Awareness, positive work culture versus legal standards
• When is a problem “official”?
• When do you get involved?
• How to reach out to your manager or your HR rep
Corrective action/Disciplinary procedures
• How to respond when rules are broken
• How to take notes, document actions
• What needs an immediate response, what can wait
• Official discipline versus coaching or counseling
Level Three (3) Modules
Emotional Intelligence
• Knowing your own emotions, strengths, weaknesses
• Regulating your emotions and thoughts
• Empathizing with others, seeing things as they might
• Self-awareness and perception of others
Gaining Trust for You and the Organization
• Establishing and building trust
• Acting with integrity and consistency, self-awareness
• Sharing your thoughts, feelings, and rationale to build trust
• Repairing relationships when trust is broken
Legal and HR Basics for the Supervisor
• Understanding the framework of the American workplace
• Recognizing harassment, EEO, AAP, inclusion & diversity
• Navigating the basics of wages, safety, health, environmental
• Helping your team with policies, complaints, HR issues
Performance Management
• Setting goals, measurements
• Agreeing on support and commitment
• Correcting problems in real time
• Performing the official review/appraisal process
Coaching/Motivating
• Knowing when to coach, counsel, or other
• Adjusting your coaching style to fit the needs
• Exploring motivation with your people
• Planning for development, improvement or other
Change Leadership
• Understanding individual and organizational change
• Communicating (messaging) for change acceptance
• Helping your team deal with change
• Letting go of the old, facing the new
Delegating/Getting Things Done Through Others
• Giving “big picture” and setting expectations
• Handing off a task or project with clarity
• Supporting without taking away accountability
• Reinforcing, recognition, and feedback
Developing Others/Building Bench Strength
• Helping others see the big picture, opportunities for growth
• Encouraging individual training and development plans
• Finding projects, assignments, challenges for team members
• Linking your team into larger succession planning
Total Training Program Hours: 40 Hours, 4 CEUs
