Partial and Customizable Solutions€¦ · developing learning pathways that engrain and sustain that greatness. Develop Talent •Creating leadership and team mechanisms that allow

TRAINING CATALOG 2020

Partial and Customizable Solutions

Corporate [email protected]

Abstract This partial training catalog demonstrates a sampling of course offerings to demonstrate a few

courses/topics offered by Changing-Paths, Inc dba CoachTrains.com. Each course can be woven into a larger, annual program or stand alone.

©2012 Changing-Paths, Inc. dba www.coachtrains.com ALL RIGHTS RESERVED [email protected]

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Contents About Us ....................................................................................................................................................... 2

Unique Service Proposition ........................................................................................................................... 3

Client Services ............................................................................................................................................... 3

Coach-Centric Service Delivery Model ...................................................................................................... 4

How to Buy From Us ..................................................................................................................................... 5

How We Support Training and Organizational Learning .......................................................................... 5

Stand Up!™ Putting an End to Workplace Bullying ....................................................................................... 6

Behavior-Based Interviewing ........................................................................................................................ 7

Coaching for Sustainable Performance Management and Development .................................................... 8

Communicating for Results ........................................................................................................................... 9

Creativity and Innovation at Work .............................................................................................................. 10

Dealing with Difficult People ...................................................................................................................... 11

Delegating Work ......................................................................................................................................... 12

Developing High Performance Employees .................................................................................................. 13

Effective Meeting Management Skills ........................................................................................................ 14

Leading and Including Diverse People at Work .......................................................................................... 15

Managing Change ....................................................................................................................................... 16

Motivating and Reinforcing Employee Behaviors ....................................................................................... 17

Presentation and Facilitation Skills ............................................................................................................. 18

How to Recognize and/or Reinforce Employee Behaviors ......................................................................... 19

Time and Priority Management .................................................................................................................. 20

John St. John’s Bio ....................................................................................................................................... 21

Appendix ..................................................................................................................................................... 22

Appendix A – Training Process ................................................................................................................ 23

Appendix B – Performance Support ....................................................................................................... 24

http://www.coachtrains.com/


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About Us We are an established Service-Connected, Disabled Veteran and Minority-owned Small

Business with deep knowledge and expertise in Leadership Development, Team Performance,

Coaching, and Creating Cultures of Engagement, in 5 ways:

Virtual and Onsite Services

Assess Skill• Determining what makes a great leader, in your organization, then

developing learning pathways that engrain and sustain that greatness.

Develop Talent

• Creating leadership and team mechanisms that allow follow-up, measure, celebration, and correction for organizational success.

Build Teams

• Deploying uncomplicated team development and succession strategies that get results.

Coach for Results

• Providing strategically positioned coaching and consultation that ensures leaders get the focused attention needed for sustainable, desired behavior change and organizational outcomes

Engage Talent

• Wrapping a culture of engagement free of bullying, biases, and breakdowns in communication around people and leaders, so their best efforts happen – everyday.

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Unique Service Proposition We augment and accelerate your leadership and organizational development solutions in four ways:

1. Provide well-educated and experienced coach-trainer practitioners steeped in producing

precision leadership and organizational development enablement, employee engagement, and

tangible results.

2. Offer the largest cost savings, least time consuming, and most innovative service solutions in our

market space.

3. Offer “Plug and Play” solutions easily integrating with your planned and/or inflight people,

process, and results initiatives for maximized success.

4. Ensure solutions become skills application and behavior changes resulting in top and bottom

line return on investments.

5. Align well-known industry partners and service discounts that back our organization’s service

success.

Client Services Conception to Assessment

• Facilitate forward-thinking and collaborative discussions, with organizational sponsors, leaders,

and other stakeholders, to establish leadership development needs, assessments, outcomes,

and metrics for success.

• Provide thought-leadership and direction integrating proposed, existing, and vendor leadership

development solutions for planned/current leadership development interventions/initiatives.

Design to Measurement

• Lead, design, deliver, report, and measure leadership development interventions that augment

and accelerate individual, team, and organizational performance.

• Use multiple instructional design and delivery methods, to align with the work-learning styles of

leaders (e.g. classroom, online, 1:1/group coaching, teambuilding, culture transformation, etc.)

Engagement to Sustainment

• Coaches remain aligned with professionals, supervisors, and managers and their teams beyond

learning and ensure new behavior and/or skills application with drives sustainable results and/or

organizational transformation leading to better and sustained employee development,

performance, engagement, and retention.



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Coach-Centric Service Delivery Model

We used highly skilled coaches with 5+ years of direct leadership experience in multiple, complex

business environments and/or in the areas of leadership development, organization development,

group facilitation, needs analysis, learning design (blended), and program delivery.

• Frontline to Management-level coaching, consulting, or related experience.

• Extensive work with teams and/or group coaching at the Frontline to Management Levels.

• Solid Experience With 360 And Other Psychometric Assessments.

• High energy, visionary, motivated, entrepreneurial, interpersonal, and leadership skills; a role

model for the use of the concepts and skills we teach.

• Familiarity with business, financial, and process improvement tools, concepts and

methodologies.

• Excellent verbal and written communication, collaboration, and compass orientation for results.

• Strong strategic and analytical skills and experience using and presenting data to make

decisions.

• Master’s Degree Preferred in Organizational Psychology/Development/Leadership/Business

Finally, we leverage a proprietary coaching model that maximizes coaching contact, feedback, and

deeper behavior/skills improvement, while minimizing coaching costs and scaling coaching availability to

your population of professionals and leaders.



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Figure 1 The ADDIE Model

How to Buy From Us Contracting Vehicles and Payment Methods As the small business service provider, we provide one primary method for contracting and payment. Statement of Work/Purchase Order

a. Fully executed, authorized and signed Purchase Order (P.O.s). b. Fully executed, authorized, and signed statements of work.

Direct Payment Methods (Net 15 Days for 5% discount – All Others Net 21 Days)

1. Credit cards (VISA, MasterCard, and American Express) via PayPal 2. Checks, Money Orders, or Cashier’s Checks.

How We Support Training and Organizational Learning Whether your solution is a Commercial Off the Shelf (COTS – existing product) or a custom designed

solution, we ensure any product we recommend, deliver, or create follow industry training design

processes and is followed up with performance support (tools and people). Our approach addresses

training process and performance support, to ensure learning, engagement, and performance results:

Training Process Performance Support

Needs Assessment

Create Curriculum

Finalize Curriculum

Deliver Training

Measure Learning

Communicate work purpose and mutual value

Work Collaboration

Feeling Valued

Strength Development

Coach for Results

Ongoing Feedback

Figure 2 Derived from Gallup's "Big Six"

See Details in “Appendix A” See Details in “Appendix B”



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Stand Up!™ Putting an End to Workplace Bullying Business Case Everyone deserves a civil, supportive, and stress-free work environment, but getting there can be a challenge, when you don’t know who the cause is or how deeply they’ve impacted your work team/department. Studies show workplace incivility and bullying are causing massive legal and health claims that are robbing organizations of performance, productivity, and professionalism. This course is the first step in creating a culture of engagement. Strategic Learning Objectives

• Assessing your behavior: Bully, Victim, or Bystander.

• Defining bullying behaviors and their costs.

• Exploring policy, process, and legal protections against bullying.

• Describing how to get help: Self-, Management-, and Organizational.

• Defining what it means to “Stand Up!” and report when bullying happens to you or others.

• Practicing “Standing Up!” techniques.

Program Delivery Options

• Single hour up to cohort-based, immersive annual training program with additional topics

• Onsite or virtual program delivery

• Train-the-Trainer options available for some workshop content

• Tag Team delivery (our talent and yours) working together on many topics

Note: Stand Up! training is part of a larger organizational/department culture shift process

lasting 12 months, which ensures this training become engrained action that is sustained.

Speak with your consultant about the culture shift program – an NDA is required.

Cadre and Materials Facilitator Credo Seasoned, engaging facilitators with 10+ years and several 100’s of hours of proven experience leading and/or developing employees and leaders. Facilitators will: • Integrate Adult Learning Theory • Uses participant’s work as a

platform for learning • Provide on-the-spot coaching • Focus on audience’s real-

world issues and workable solutions

• If requested, provide distilled course content as a double-sided, laminated, desktop reference tool

1. HEART: Start with a clear purpose—the heart of the gathering

2. FUN: Inject play, laughter, joy, and fun into the event

3. SCIENCE: Use relevant research from highly credible sources

4. END STATE: Seeing, feeling, and clarifying goals

5. REFLECTION: Identifying and removing barriers to goals

6. CHANGE AWARE: Solutions for overcoming barriers to shifting to the end state/goal

7. COMMIT TO SHIFT: Committing to one small and powerful goal shift that produces a measurable result every time

Let’s talk: [email protected] for a session needs analysis, dates, and pricing for your upcoming event.



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Behavior-Based Interviewing Business Case Quality products do not consistently emerge from poor production process. The employment process is no different for producing quality new hires. Finding a qualified candidate is a direct result of your hiring machine’s effectiveness. A good hiring machine consistently churns out qualified candidates and rejects unqualified candidates, while poor hiring machines pump out legal troubles, destroy work groups, create public relations nightmares, and ultimately results in added hiring expenses. Does your hiring machine need a tune up? Strategic Learning Objectives

• Screen candidate resumes and applications for red flags

• Define behavior-based interviewing

• Understand what essential job functions must do with the interviewing process

• Write and ask legally defensible interview questions and other interview tools/techniques

• Using the SAR “Answer” method to frame candidate’s responses to interview questions

• Learn about major federal and state laws impacting the interview process

• Discover how to avoid costly legal mistakes in the pre-employment or interview process Understand the four phases of the interview process Program Delivery Options



















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Coaching for Sustainable Performance Management and Development Business Case If you are familiar with continuous process improvement, then you know how incremental changes impact systems, processes, and outcomes. Consider this idea: coaching employees is continuous process improvement for your people. Employees easily support managers who understand and effectively use coaching’s multi‐purpose function life of business professionals. Coaching creates an amazing opportunity for leaders and followers to simultaneously connect, learn, collaborate, and grow while getting strategic task/work goals completed. Strategic Learning Objectives • Identify coaching do’s and don’ts for leaders • Understand coaching is a two‐way, non punitive, and collaboration feedback loop • Set S.M.A.R.T. goals to understand the link between coaching and effective delegation • Discover a proven coaching model and see it used in a role play • Conduct a coaching feedback session. • Explore how coaching increases and links performance to organizational goals • Develop coaching plans with checkpoints, S.M.A.R.T. goals, and follow‐up meetings Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics






2. FUN: Inject play, laughter , joy, and fun into the event








mailto:[email protected]


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Communicating for Results The Business Case As a result of participating in this course, you will understand, adopt, and naturally create more strategic value from your work, by intentionally focusing your listening and communication skills on key daily activities. Without your daily commitment, there is a possibility that you are missing out on exceptional opportunities to maximize your workplace and personal potential. If you are missing opportunities, then so is your organization. Strategic Learning Objectives • Use active listening to foster bettering working relationships, improve communications, and • increase productivity • Discover how to have high stakes conversations with employees, peers, and leaders • Unlock critical skills for managing up, which is how you best understand and collaborate on your boss’ agenda • Deal with assertive to passive people Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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Creativity and Innovation at Work Business Case The next new thing will not solely rely on luck, but an individual persevering with an idea, which changes how people live or enjoy life today. Regardless of industry, early breakthroughs evolved from simple creative ideas becoming new/improved products and services. Unlocking creativity and innovation, and a little luck, will help participants find the next I-Pad or write the next best policy for their organization. Strategic Learning Objectives • Define and apply creativity and how it is cultivated at work • Define the role of innovation, streamlining, and optimizing a new idea, product, or service. • Apply these concepts to an existing work problem Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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Dealing with Difficult People Business Case Difficult personalities emerge over time and are not easily undone. It takes time to team with and understand those we perceived as difficult people. The reasons people become difficult can be attributed to internal and external forces on them. There are four forces that routinely shape difficult personalities at work. Strategic Learning Objectives

• Define reasons people become difficult

• Review your ability to deal with difficult people

• Discover the role of emotional intelligence in dealing with difficult people

• Define your difficult person

• How to use assertiveness skills when dealing with difficult people Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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Delegating Work Business Case Delegation is the reason leaders exist and succeed on the job. It serves as the primary channel for employee training and development as future transformational leaders and successors. Avoiding delegation is courting disaster. Overlooking delegation’s importance will lead to burn out, lost focus, and far less productivity in the section, unit, or department. Delegation is far more than handing out or handing off work. It is a conduit for managers and employees to build a solid working relationship, mutual trust, and an effective means for work completion. Strategic Learning Objectives

• Identify and define the role of delegation and its benefits

• Determine delegation’s steps and missteps

• Discover key delegation tools and techniques

• Understand the S.M.A.R.T. goal planning process and its strategic role in delegation

• Learn how to develop S.M.A.R.T. goals

• Practice delegating work assignments aligned to strategic outcomes

• Understand how to delegate work aligned to an employee’s natural talents and abilities Program Delivery Options




















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Developing High Performance Employees Business Case The supervisor’s greatest responsibility is developing their employees to achieve management’s strategic results. Supervisors should not focus on just developing employees, but developing high performance employees. Developing high performance employees is a tailored development process of formal training, exposing employees to the right behaviors and people, and establishing performance checkpoints that generally ensure success or at least reveals how to avoid failure in the future. Strategic Learning Objectives • Defining management’s strategic goals • Translating strategic goals into tactics employees execute • Setting metrics for employee effort • Assessing an employee’s ability to execute on tactics and developing a learning plan • Holding two-way discussions about learning not performance • Holding employees accountable, when learning is no longer required • Recognizing and rewarding high performers appropriately Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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Effective Meeting Management Skills Business Case There are two big reasons you should care about meeting effectiveness: Time and Money. According to www.effectivemeetings.com, there is a significant loss of manager and supervisor work time due to unproductive meetings. Here’s an example: 25 managers earning an average $20/hr. each lose 31 productive work hours per month, which totals $15,500 in lost productivity and money each month! You can reverse this costly trend in your organization by learning these highly effective meeting management skills. Strategic Learning Objectives • Determine whether a meeting is needed • Explore effective meeting alternatives, barriers, and the leader’s role • Manage participant’s expectations and difficult meeting participants • Discover our formula for building focused, purpose-driven agendas • Learn how to allocate meeting time to topics • Develop proven techniques to ensure meeting attendees follow through on action plan assignments Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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Leading and Including Diverse People at Work Business Case To derive and leverage diversity’s greatest value, we must look beyond the surface of what we believe or perceive about people. We must challenge our perceptions or ideas, and build newer, more inclusive thoughts, plans, and actions reshaping our organizational cultural and working groups. This transformation of thought, plan, and action will help us all better represent and serve the ever-changing demographics comprising our workforce and the customers they serve. Strategic Learning Objectives • Reveal the connection between culture, multiculturalism, and diversity • Explain the difference between voluntary versus mandatory diversity management • Understand ourselves in the context of diversity • Understanding the difference between being diverse and managing diversity • Learning and applying the benefits of leveraging diversity Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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Managing Change Business Case Change is a constant in life and work. When it is planned and executed well, organizations flourish. As a result of participating in this course, you will formulate a broader understanding of yourself, your role, and the impact you can have on effectively managing change. The course offers meaningful tools, tips, and concepts to better understand your responsibility, value, and impact organizational change. Strategic Learning Objectives

• Clarifying your perspective on, reaction, and response to change in your environment

• Exploring the critical role of the unseen, informal organization called “Politics” and its importance to managing change

• Recognizing the importance of “Disagree and Commit”, when leaders disagree with organizational changes

• Leading others through change

• Applying change management tool and techniques Program Delivery Options




















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Motivating and Reinforcing Employee Behaviors Business Case This course teaches learners how employee motivation is both internal and external in nature. The participants will learn how to be participatory leaders. Participatory leaders will meet employee’s personal and professional needs, collaboratively set performance goals, and create an environment where winning teams exceed expectation. Strategic Learning Objectives • Define key motivational theories and theorist • Understand how motivation is both internal and external in its application • Discover what it means to be a participatory leader • Understand how to link and employee’s effort to organizational goals • Find new ways to communicate strategic organizational plans to your staff • Explore a sure-fire method driving employee motivation on the job • Uncover secrets to dealing with multiple performers and performance levels Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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Presentation and Facilitation Skills Business Case Many of us have been bored to tears watching someone go on for several minutes or hours without ceasing. We recall marathon learning events with monotone speakers, uninteresting topics, and low engagement with the audience. It hurts, right? Whether you are conducting a meeting, training course, or workshop, the thing held in common is your audience of adults. Yes, adults have a unique way of learning new things. Adults must be immersed, sufficiently, in new information, before they can begin linking newly learned information with existing experiences, which helps them feel more comfortable with applying the newly learned information. Strategic Learning Objectives • Define and discuss adult learning theory and how adults learn through their experiences • Define and discuss methods for determining what the audience needs or wants (before and during the learning session) • Recognize methods for making complex data more user-friendly and impactful • Identify, discuss, and practice training facilitation techniques to manage group participation and dysfunction • Locate, use, and maximize facilitation games, toys, and fun during a learning session Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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How to Recognize and/or Reinforce Employee Behaviors Business Case An employee’s job is to move the organization forward, by performing work activities that link directly to an organization’s strategic goals, initiatives, or planned outcomes. When employee’s move the organization forward, they will need timely, meaningful, and sincere recognition from their leader. Unfortunately, many leaders are unsure of what efforts to recognize, how to recognize, and the frequency of giving recognition. Secondly, many leaders believe they do not have enough money to provide worthwhile employee recognition incentives or programs. Additionally, studies have shown most leaders and employees have vastly different views on what employee’s desire from them recognition program. This course addresses and helps resolve each of these concerns.

Strategic Learning Objectives • Define recognition as an employee need • Communicate the strategic importance of work that you will recognize • Understand the pitfalls of poor recognition programs supporting poor recognition • Discover the importance and power of giving recognition • Explore the importance of soliciting employee involvement in the recognition planning, development, and deployment process • Discover the three rock solid steps to drafting, sharing, and giving recognition Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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Time and Priority Management Business Case You can master the basics of time management, eliminate time wasters, and get laser‐focused on your “Must, Should, and Could Do’s. Your commitment to our time management system will help you achieve greater success in getting more done in less time. We teach you how to target your peak energy time period for peak performance on the job. At peak energy, you will have greater focus on strategic priorities and managing your relationships in any work setting. Strategic Learning Objectives • Determine your top 20% of strategic work goals • Validate your top 20% of strategic work goals by managing up • Discover a foolproof system for daily Must, Should, and Could Do’s • See the entire time management system in action • Reveal your peak energy for peak performance Program Delivery Options • Single hour up to cohort-based, immersive annual training program with additional topics • Onsite or virtual program delivery • Train-the-Trainer options available for some workshop content • Tag Team delivery (our talent and yours) working together on many topics
















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John St. John’s Bio Chief Executive Officer

With over 20+ years Learning and Performance Consulting experience, he’s been a

force in executing complex learning and leadership development efforts for

organizations like Wal-Mart (U.S. Stores) where he led the re-design and re-

deployment effort for Wal-Mart’s Marketplace Manager/Director’s 2-3 month long

cohort leadership development program for individuals representing roughly $1

Billion dollar revenue footprints and his efforts influencing the re-design of Wal-

Marts Senior Executive development program. He also led the Succession Planning and Leadership

Learning Assessment for FAA’s Learning and Leadership function which aided in development of

successor pools and analyzed skill gaps for individuals leading the 40,000+ workforce or developing in

role for expanded responsibilities. Key experiences also include Stericycle, Alstom Power, Kaiser

Permanente, Anheuser-Busch, IKON Office Solutions, Sutter Healthcare and Affiliates, Home Depot,

DishNetwork, Toro, Multiple State/local governments, Universities, and Community colleges. He

previously served as Gubernatorial Appointee to the State of California’s Governor Arnold

Schwarzenegger (2006 – 2008), while serving as 1 of 6 Employment Training Panel members tasked with

approving small, medium, and large enterprise request for state training funds allocated from $75

million budget to increase the effectiveness and efficiency of companies facing out of state competitions

in their industries. John was previously an owner/CEO of SkillTree, Inc. - a boutique management and

leadership development company focused on healthcare, government, services, and manufacturing

vertical (2005 – 2010).

He has provided management and C-level strategic coaching/advice on both strategic/tactical execution

of individual/systems learning and performance management assessments, planning, design, delivery,

and measurement of highly interactive, engaging employee, management, and leadership training

solution as instructor-led, virtual, and blended formats. As an individual, leader of small teams, or

contributing to cross-functional teams, he’s developed 2 eLearning modules for LMS delivery to 920

employees (domestic/international) using Articulate Storyline 2. His facilitation modalities include, but

are not limited to, ILT/Online/Hybrid formats or conference, retreat, strategic planning session, and

other modalities for high impact, deep learning experiences. His proven facilitation and public speaking

expertise includes 2500+ hours of content development and delivery as Employee, Management, and

Leadership Development programs targeting these areas of competency: Communication, Performance

Feedback, Delegation, Coaching, Talent Development, Creativity and Innovation, Diversity and Inclusion,

Customer Service, First Time Supervisor/Manager, Negotiation and Collaboration Techniques, Employee

Motivation, Dealing with Difficult People, Conflict Management, and Employee Recognition and

Rewards. John St. John holds a Master’s in Business Administration – Marketing degree and a bachelor’s

degree – Social Sciences from California State University Sacramento. He’s actively holds a PHR

(Professional in Human Resources) certification since 2000 with additional certifications in Facilitative

Leadership, Lego Serious Play, and several Fortune 50-500 management and leadership development

program certifications to successfully lead, develop, facilitate, redesign, evaluate, and consults across

multiple market sectors. Finally, John is also a professional and life coach.



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Appendix



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Appendix A – Training Process

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Appendix B – Performance Support

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Documents

Partial and Customizable Solutions€¦ · developing learning pathways that engrain and sustain that greatness. Develop Talent •Creating leadership and team mechanisms that allow