Workshops : Training & Organization Development : HRA : IUPUI

Training and Organization Development

HRA Training Workshops
Full-length Descriptions

HRA Training and Organization Development staff and their partners provide training on a wide variety of topics. A comprehensive list of these workshops is provided below. New workshops are developed and added to this list each semester. Workshops designated with "(S)" following the description are specifically designed for supervisors. Workshops designated with "(G)" are designed for a general staff audience.

These programs are often scheduled as part of HRA's campuswide training calendar, but can also be provided to individual work units at their worksite. If you would like to schedule a workshop, contact Dan Griffith (274-5467 or dgriffit@iupui.edu), Marilyn (Bedford) Kuhn (274-5470 or mhkuhn@iupui.edu), or Bridget Stenger (278-2271 or bstenger@iupui.edu). We will be happy to provide the training or refer you to the appropriate training partner.

Not finding a workshop on this list that meets your needs? Contact us and we will work with you to develop the appropriate training program tailored to your needs.

Categorical Workshop Listing

Communication Skills

A Little More Dialogue, A Little Less Discussion

We are accustomed to having "discussions." Whether meeting one-on-one, in small groups, or in larger committees, we enter the fray with an agenda, prepared to make the same arguments and respond with the same defenses that we always have. We may be polite and cordial, yet the result is the same: we remain firmly entrenched in our positions and unwilling to seek common ground. We must instead pursue "dialogue" in which we learn to suspend our assumptions and judgments about others and their views.

In this session we will examine a basic model for encouraging and pursuing dialogue in our work environments. We will look at some basic tools for encouraging dialogue in relationships and among work groups so that we can move beyond "business as usual" to engage in meaningful conversation leading to sustainable decisions. (G)

Building Rapport:

Establishing a strong rapport with a person is essential for effective communication. This workshop will explore the art of rapport building in day-to-day workplace interactions with customers and colleagues. You will learn about: the two dimensional model of rapport building as it relates to time and information, simple applications of the highly acclaimed neurolinguistic programming and the relevance they have on communication, the importance of first impressions and what they can do to enhance your working relationships, and the essentials for maintaining rapport even in the most challenging situations. (G)

Communication Skills That Work!:

The majority of problems that arise among people in the work environment are based on miscommunication. In this workshop we will review communication basics, focusing on mental filters, feedback and clear instruction. Learning objectives:

Understanding how your communication style can impact your effectiveness as a communicator.
Avoiding and overcoming common communication barriers.
Practicing effective listening skills
Learning ways to use language for clear communication, including giving verbal instructions to others (G)

Feedback:

Feedback - it is vital to employees yet many of us are uncomfortable giving it. This workshop offers models and tips for giving effective, timely feedback, both positive and negative. (S)

Assertive Communication

Learn about the difference between aggressive, assertive and passive communication styles. Discover how communicating in an assertive way can help you to get more of what you want and lead to better decision-making and at the same time build relationships with others. (G)

Developing an Office Procedures Manual:

Yikes! You are going to be out of town for two weeks and a temporary employee is supposed to fill in. How will he or she know where to begin? You also just heard that another employee is retiring, and someone new will take forever to train.

An up-to-date Office Procedures Manual is a vital reference to have in every office for situations like these. This workshop will provide exercises and helpful ideas to use in developing an Office Procedures Manual. Plan to bring your list of responsibilities or a copy of your job description to the class so we can get started with the following:

Decide what to include in the manual
Learn to break tasks into understandable steps
Develop a meaningful manual for your office (G)

Getting Things Done When You're Not in Charge:

Let's face it . . . no one person has the authority to get everything done within the scope of his or her job responsibilities. Some have more authority than others; however, the ability to truly get things done within a highly complex, diversified and de-centralized environment takes skills in the areas of credibility, influence and persuasion. In addition, it is the relationships individuals develop that actually enable them to get things done outside of their sphere of authority. This workshop will focus on developing credibility and strong reputations, the different types of power and implications toward accomplishing tasks, how to develop your power of influence and persuasion, how to be a persuasive communicator, and how to create an environment in which people want to assist you. (G)

The Listening Edge:

The effectiveness of your organization is influenced by each person's listening skills. Consider the potential cost of the "unheard" customer request or a misunderstood business interaction. Imagine the damage of poor listening habits on personal relationships. This workshop is an ideal practice ground for learning to avoid common barriers to effective listening, showing speakers that you are listening with your entire body and mind, testing for understanding and clarity, and interpreting tone and feeling together with words and meaning. (G)

Write to Be Heard - Honing and Refining Your Professional Writing

Half the writing battle is to write in a manner that compels the reader to continue reading. Learn tips and tactics to write persuasively with ease. (S)

Written Communication:

Have you ever thought about sharpening your business writing skills? Do you put off writing business correspondence? Do you feel like you spend too much time writing? Let the experts from our own Writing Center show you how to improve your business writing. This interactive workshop will identify writing tools, show you how to identify common grammar errors, speed up your development time, and improve reader comprehension. (G)

Telephone and Email Etiquette:

The telephone, an often-underestimated tool, can make or break the credibility of any department on campus! Either positive or negative impressions can be developed immediately based on how the phone is used. This workshop will discuss appropriate and professional telephone skills germane to any office setting! We will explore voice inflection and tone, hold and voicemail procedures, appropriate language usage, and diffusing angry or difficult customers. Appropriate email usage will also be highlighted. (G)

Conflict Management & Resolution

Conflict and Negotiation:

A substantial amount of a supervisor's time is spent dealing with conflict, ranging from unhappy customers and disgruntled employees to daily disagreements and tensions. This workshop explores supervisor's role in addressing and resolving conflicts in the workplace. Participants will review practical approaches for intervening in employee disputes and negotiating with employees to achieve mutually beneficial outcomes. (S)

Dealing With the Bully In Your Work Life

We may snicker at the ridiculous antics of the Dilbert cartoon strip, but anyone who has lived through workplace bullying knows that it's no laughing matter. Workplace bullying affects the individual on a psychological, physical and social level not to mention the negative effects it has on the workplace as a whole. In this action-oriented workshop you will learn to; identify types of office bullies; handle the bullying coming from your colleagues, your boss, or the staff that you supervise; use assertive communication techniques; and take action and put an end to the bully factor! (G)

Having the Difficult Conversation You Would Rather Avoid:

Are there individuals in your life that you must confront regarding a difficult issue, but who you would rather avoid? Perhaps you have tried to address the issue in the past, but the individual responded negatively or harshly. Perhaps the individual has a difficult personality and you fear the consequences of a negative reaction. In this workshop we will discuss the tough conversations you know you must have, but which you have put off due to fear, worry, or lack of confidence. This workshop will help you analyze the components of a difficult conversation, assess your own contribution to the issue requiring discussion, decide whether raising the issue is appropriate in the first place, and use strategies to encourage openness and cooperation in the other person. Participants are encouraged to share their issues and help one another strategize ways to confront the other person in a constructive and supportive manner. (G)

Handling Interpersonal Conflict:

Having difficulty working with a customer, a co-worker, your boss? Do you try to avoid some interactions because you fear conflict? This workshop focuses on the causes of conflict, the various approaches individuals can take to handle conflict, and a step-by-step process for managing various conflict situations in the workplace. The dynamics of how different communication styles affect the ways we resolve conflict will also be explored. (G)

Achieving Effectiveness Through Negotiation:

Your daily work activities require you to negotiate more than you may realize, whether you are working with a challenging colleague, collaborating with others on a project, seeking the best price from a vendor, or responding to customer complaints, negotiating is essential for job effectiveness. You can become an effective negotiator and achieve better outcomes for yourself and your organization if you are willing to diligently work with others to structure agreements that are based on ethical principles and focused on satisfying the needs and interests of all parties. This series will cover the basics of developing an effective, practical, and efficient approach to negotiating. It will provide hands-on practice in negotiating some common, everyday situations to build your confidence in negotiating with others to overcome resistance, foster cooperation, and achieve mutually beneficial outcomes. This full-day program is divided into four sections:

First Section: Overview of the Negotiation Process: Provides an overview of the interest-based (also called "integrative") negotiation process and illustrates why this form of negotiation is far superior to traditional, adversarial negotiation processes to achieve mutually beneficial outcomes.
Second Section: Interest-based Negotiation in Practice: Provides hands-on practice in integrative negotiation through role-play and simulations to build confidence in negotiating with others.
Third Section: Overcoming Barriers to Interest-based Negotiation: Identifies common barriers to interest-based negotiation, such as hard bargainers, parties who refuse to negotiate, and the negotiator�s "dirty tricks." Provides further hands-on, yet more challenging practice in negotiation through role-plays and simulations that present opportunities to overcome these barriers.
Fourth Section: Putting it all Together: Structuring Better Deals: Provides further opportunity to engage in negotiating practice through a longer, more complex simulation and reinforces the key concepts and skills necessary for negotiating more effective outcomes. (G)

Compliance and Policy Related

Absenteeism and Biweekly Time-Off Policies (see also "Attendance Issues and Time Off Policies")

This workshop covers the University's paid-time-off policies, their interpretation, and common absenteeism-related problems associated with these policies. This workshop also covers the supervisor's rights and responsibilities, handling absentee and related problems effectively, and using progressive discipline. (S)

Accelerated Improvement Process (AIP):(see also "Can This Process Be Saved?"):

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Advanced Progressive Discipline

This workshop will focus on the more severe steps of the disciplinary process (suspension and termination), conducting disciplinary investigations, and handling terminations. Prior participation in the Progressive Discipline Workshop is strongly recommended. (S)

Workplace Violence Prevention:

Workplace violence prevention is not just limited to acts of violence, but also includes knowing how to properly deal with threatening behavior (whether direct, indirect, or veiled), taking appropriate safety and security precautions, and addressing domestic issues which may spill over into the workplace. (S)

Attendance Issues and Time Off Policies:

This workshop covers the University's paid-time-off policies, their interpretation, and common attendance-related problems associated with these policies. The focus is on time-off policies for biweekly-paid staff, but the policies for monthly-paid staff are also summarized. This workshop also covers common myths about time-off policies, the supervisor's rights and responsibilities, handling absentee and related problems effectively, and using progressive discipline. (S)

The Job Classification Process:

This workshop focuses on the purpose and methods of job evaluation for all the various families of staff jobs. Exemption status determination, ranking, and completion of the job analysis questionnaire and writing accurate job descriptions will be discussed. The Fair Labor Standards Act will also be reviewed. (S)

Employment Eligibility Verification (I-9)Process and Hiring of Foreign Nationals:

This workshop will clarify some specific aspects of the I-9 process and discuss recent changes as well as new regulations by the Department of Labor and Homeland Security on hiring foreign national workers. (G)

Employment Process:

This workshop is designed for individuals who are involved in interviewing and selection of new employees and the completion of forms required in the hiring process. It focuses on procedures for establishing new positions, filling vacant positions, methods of recruitment, promotions/transfers, and the appointment process. (G)

Progressive Discipline:

This workshop provides an overview of the progressive discipline process, concentrating on typical disciplinary problems such as poor performance, attendance, and attitude issues. (S)

Planning Ahead for Better Hires:

Has the person who walked in the door the first day of work seemed to be someone different than you hired? Learn to improve your hiring results by planning ahead and making a selection on what an applicant has done rather than on what they claim they have done. This course will help you identify your needs, develop questions specific to the job, assess the quality of the response, use objective methods of scoring, and get good results from reference checks to improve your hiring results. (S)

Office Ergonomics:

This workshop is designed for employees who work at a computer workstation. The session will cover workstation design and help users become more aware of how the design and arrangement of equipment can impact our comfort, health, and productivity. By educating ourselves on adjusting personal work habits and the layout of our work environment, we can avoid most of the common ergonomic injuries that happen at work and home. (G)

Tackling Performance Problems Before Discipline Becomes Necessary:

This workshop takes a proactive approach to addressing performance problems before an employee's performance deteriorates to the point of necessitating progressive discipline. Topics include identifying and analyzing performance problems, preparing and conducting a performance improvement discussion, and completing the performance improvement plan documents. (S)

Managing Performance When Substance Abuse is Suspected:

Participants will review the University�s Drug-Free Workplace Policy. They will learn to recognize signs of drug or alcohol abuse and how to address such issues when they affect employee performance and well-being. (G)

Payroll and Wage Practices:

This workshop addresses critically important pay and payroll policies and practices, serving as a valuable prerequisite to periodically offered payroll voucher training. The purpose is to gain a greater understanding of the policies and practices behind the processing. (G)

You Hold the Keys: Unlock the Mysteries of Supervising Students

Supervising student employees may seem like a big mystery at times - but when you hold the keys, it's a lot clearer! We begin with recruiting, hiring, training and evaluating student staff. Then, we'll discuss effective communication, what motivates students, ensuring that expectations are clear, and building value into students' work. But most importantly, bring your own "supervision mysteries" and together we'll learn from our own mistakes, and successes. Join us for a fun, interactive workshop that will help you be a better supervisor of students! (S)

Management, Supervisory, & Leadership Development

Building Employee Commitment:

What makes the difference between success and adequacy in organizations? What motivates people to do their very best, no matter what the task? Why are extrinsic motivators not enough? As a leader, what can you do to release the potential that exists in every organization. In this workshop we will explore key components and practical ideas for building commitment, including, a sense of value and meaning, some control over how the work is done, a sense of accomplishment and competence, and a feeling of contribution in moving the organization forward. (S)

Motivating and Coaching Employees Through Change:

This workshop will look at strategies to be used by managers to provide outlets for emotions during times of change, assess essential personal character traits that leaders who manage change successfully exhibit, and coach employees on their own change-readiness attributes. (S)

Advanced Interviewing and Hiring:

This workshop focuses on the interviewing and selection process specifically & developing and scoring behavioral interviews. We will discuss results of poor interviewing, reviewing job descriptions, developing behavioral interview questions, developing scoring based on objective criteria, and evaluating and selecting final candidates. (S)

Performance Appraisal Training Workshops:

Session 1: Conducting the Performance Appraisal:

This workshop points out important aspects of performance management and is centered on stages in the appraisal cycle. You will learn how to develop a tailored performance measure and standards based on major job responsibilities.
Session 2: Performance Review and Feedback
This workshop focuses on planning, preparing for, and conducting the face-to-face performance review meeting. You will learn key behaviors in successful performance reviews, appropriate communication styles, how to deal with negative reactions, and ways to get the employee to participate productively. (S)

Accountability and Organizational Success

An organization will perform at its full potential when all of its employees assume personal responsibility for achieving results. When this occurs, goals become the organizing principle, jobs become missions, tasks become exciting challenges, departments become teams, and managers become true leaders. Attend this seminar and learn the leadership's role in creating an accountable organization. Specifically, we will focus on:

the leader's role in defining results, generating action, identifying beliefs, and creating experiences to instill beliefs

the collective organizational role in seeing it, owning it, solving it, and doing it as a means to enhance productivity and outcomes. (S)

Coaching

This workshop will distinguish between feedback, coaching and mentoring. Coaching is an on-going process to enhance the performance and development of an employee. A model for coaching will be presented, and effective coaching skills will be examined. (S)

Consensus Decision-Making Series: Consists of two 3-hour workshops (participation in both is recommended)

Consensus Decision-Making I: When we say,"We have reached consensus on this matter" do we all have the same understanding of what that means? This workshop will introduce you to the consensus decision-making process. The focus will be on defining what is meant by consensus, describing the group dynamics that support consensus, outlining the consensus decision-making process, and exploring the tools that you can use to help build consensus in your team, department or organization.
Consensus Decision-Making II: Using the decision-making guidelines learned in part I, participants will experience a consensus decision-making process by participating in and facilitating a process. (G)

Decision-Making

What characteristics make the difference between a good and bad decision? We will examine the process for making effective decisions, evaluate different procedures, seek to understand and implement good individual decision-making processes, and review group decision-making processes. (G)

Delegation

Participants will learn the critical components of effective delegation, what to delegate and what not to delegate, helpful hints to give others the authority to perform a task and not simply the responsibility to perform the task, the link between time management and delegation, and a simple yet comprehensive process for effective delegation. (S)

Management Focus Group: Got a Problem? Let's Talk!:

If you have been a manager for awhile, you have gained a lot of confidence with managing the day-to-day issues and problems that come your way. However, there are still some tricky management issues that elude you (examples: managing FMLA, managing a difficult employee, attendance or performance issues, working with a boss, teaming with a colleague). Perhaps it would be a good idea to bounce your concerns off your colleagues who may have had similar issues and can provide some insight. This Management Focus Group is designed to provide managers the opportunity to engage in meaningful dialogue with one another. (S)

Management Focus Group: Handling Challenging Employee Issues:

Nobody said being a manager is easy. You are faced every day with the challenges of working with employees and addressing their issues and concerns. How do you support employees who are struggling in their jobs, whether due to personal issues or work-related problems? How do you address performance deficiencies? When is discipline appropriate? How do you respond to complaints and grievances while maintaining positive working relationships and respect for employee rights? How do you interpret all those darn HR policies?

Participants in this focus group can bring their challenging employee issues for a supportive, confidential and proactive discussion with their colleagues and work together to find concrete, practical solutions. (S)

Management Focus Group: Human Relations and Diversity:

This focus group discussion is designed especially for supervisors interested in learning more about the dynamics of human relations. While some focus is placed on managing diversity and developing resolution strategies for unfair treatment concerns, the broader emphasis is on the challenges and joys that working with people naturally bring. (S)

Management Focus Group: Managing Without the Carrot and Stick:

In day-to-day management practice, we've become accustomed to getting employees to perform to expectations by either enticing them with some form of reward or threatening them with some form of punishment. At best such measures ensure only satisfactory performance rather than a truly inspired, self-motivated workforce. This focus group discussion will offer participants the opportunity to put aside traditional policies and management practices and imagine a world where employees feel supported and motivate themselves to greater heights of performance and job satisfaction. The session will begin with a brief overview of a new paradigm regarding what employees want and need in order to remain committed to their work and the organization. Then, the discussion will be open to participants to present specific challenges, issues and incidents and seek the support of their colleagues in finding ways to address them without using the carrot and stick. (S)

Management Focus Group: Rewards and Recognition:

The purpose of this focus group is to give managers the opportunity to share their challenges and their successes with their colleagues across campus and to support one another in finding ways to more effectively recognize and reward staff. Employees want and need to feel appreciated. Let's roll up our sleeves and come up with some positive and effective ways to meet their needs. (S)

Managing Change: The Human Factor:

An important component of managing change is the human factor. This workshop is designed to help managers understand how employees feel about and respond to change. Participants will focus on how change affects employees' behavior and productivity, how managers can reduce the stress created by workplace changes, and how to overcome employee resistance to change. (S)

Managing Employees in a Diverse Work World:

Participants will broadly define diversity and discuss the progression from affirmative action to valuing diversity to managing diversity. This workshop also explores the individual, workgroup, and organizational competencies necessary for the success of managing workplace diversity. (S)

Mentoring:

Interested in finding a mentor or becoming one? This workshop will help clarify the definition of a mentor, benefits to mentoring, and the roles and responsibilities of both the mentor and mentee. We will also survey some useful tools to help you determine if you are ready for a mentoring relationship and identify your mentoring preferences. Ways to find a mentor and worksheets on setting up a mentoring relationship will also be provided. The goal of the workshop is to give you the tools to locate a mentor or become one. (G)

Collaboration: Working Better Together:

Many complex problems faced by our organizations and our society cannot be solved by experts alone. No one individual or group can successfully address the difficult issues. We must work together collaboratively to find solutions. Few of us have been trained in collaboration. This workshop will provide a framework for designing collaborative projects. It will demonstrate how to convene the group, and implement the solution. Experiential activities will illustrate the concepts and encourage collaborative work. (S)

Effective Meetings (see also Oh, No! Not Another Meeting!):

In this workshop you will learn how to clarify fundamentals of effective meetings; strategize ways to streamline meetings to make them more effective; and draft results-targeted agendas. (S)

Effective Presentations:

Whether you are preparing to give a presentation to 100 people, a small departmental meeting or one person, this workshop will provide a focus on skills that are used to make any of those presentations more effective. It will include how to plan, deliver, practice a presentation, and learn from feedback. (S)

Effective Teams:

Are you a part of a team? Does your team function effectively? This workshop will focus on practical, easy-to-apply strategies and techniques for enabling teams to do their work smoothly and successfully. Guidelines will be offered for setting the stage for productive teams, problem solving in groups, and understanding the group stages of working together. (G)

Myers-Briggs Type Indicator (MBTI)� and Leadership Styles:

This workshop will focus on characteristic leadership styles of each of the 16 MBTI personality types. Participants will learn how to assess their leadership strengths and styles as well as how to interact effectively with those who lead or manage them. (G)

Emotionally Intelligent Workplace:

Emotional Intelligence has five primary components: self-awareness, self-regulation, motivation, empathy, and social skills. Participants will explore the impact of an emotionally unintelligent environment, the manager's responsibilities in creating an environment conducive to the honing of emotional intelligence, and how to implement and promote the five principles of emotional intelligence. (S)

Honing Your Skills in Conducting Interviews:

You know the laws and have your interview questions prepared. You are ready to conduct your interviews! This session will help answer your questions such as should you offer a "courtesy" interview; what are the pros and cons of a phone, group or a one-on-one interview; and how do you turn a difficult interview into a productive interview. Also included will be when to discuss salary issues, selling the job to your candidates, and tips on listening to understand. (S)

Honing Emotional Intelligence:

IQ used to be the primary means to measure ability and potential. Yet, in today's increasingly complex world, people are realizing that IQ alone isn't enough. In order to succeed, we must also refine what Daniel Goleman coined our EQ (Emotional Quotient) also known as our Emotional Intelligence. In this dynamic workshop we will learn the components of emotional intelligence, the correlation between IQ and EQ, how to maximize emotional literacy, fitness depth, and alchemy, and how emotional intelligence can enhance work relationships and customer interactions. (G)

Influential Presentations:

In this workshop we will look at some organizational tools and some presentation tips that will help you present information that will be heard. (G)

Interviewing and Hiring:

This workshop focuses on the interviewing and selection process, including appropriate and legal inquiries to make, selection criteria and methodology, tips on selling the job to the ideal candidate, reference checks, negligent hiring/retention issues, and liability. (S)

Empowering Employees:

In this workshop we will explore two aspects of empowerment: delegated and self-directed. You will be surprised to learn how empowerment can turn ordinary "work" into rewarding and proud "work!" (S)

EQ Leader:

Attend this workshop and learn the link between leadership and emotional intelligence. Specifically, we will focus on blending the five competencies of emotional intelligence (self-awareness, self-regulation, motivation, empathy, and social skill) and the six leadership styles for interpersonal success (coaching, pacesetting, democratic, affiliative, authoritative, and coercive). (S)

Real World Lessons in Supervising Student Employees:

In this workshop you will learn how to deal effectively with specific scenarios in the "Real World" of managing student staff. This workshop is designed to help you learn from mistakes and successes of supervisors based on true life situations, avoid trying to reinvent the wheel when dealing with difficult situations, and buy time and experience when it comes to student supervision. This workshop is a good follow-up to Supervising Student Employees. (S)

Rewards and Recognition:

This workshop will address the broad context of organizational incentives and employee motivation, performance, and retention, consider potential benefits and drawbacks of rewards and recognition programs, and offer practical ideas for recognizing staff for their work and accomplishments. (S)

Planning for Performance Management:

As a supervisor, do you avoid evaluating the performance of the employees you manage? Do you give them the coaching and feedback they need to achieve their goals, and encourage them to develop in their roles?

Contrary to what many have come to believe and accept, performance management involves much more than conducting an annual performance appraisal. Rather, effective performance management involves a cycle of activities designed to support employee achievement, growth and development. But is also requires careful planning. In this session, participants will explore what is possible with effective performance management planning and learn how to support employees through the process rather than create the usual resistance and dread that supervisors and employees normally associate with the process. (S)

Problem Solving and Decision-Making:

If you are not sure that you are solving problems or just putting temporary patches on your problems, this workshop will take you through the problem solving cycle to make your decision-making effective. (G)

Project Management

Management of projects involves the juggling of time, people, and budgets. Whether you are involved in a large or small project, this workshop will focus on a very structured approach to managing your project. Topics include: organizing the project, the human side of project management, creating project objectives, introduction to charting techniques, using charts and graphs to monitor the project, estimating time and budget needs, keeping the project on schedule, and reporting techniques. Please have a project in mind (work or personal) when you come to the workshop. This is a full day workshop. (S)

Project Management (How to Manage Projects Before They Manage You!):

In this introductory workshop to project management, participants will learn what a project is and how one can effectively manage one. We'll define key terms, analyze resources and apply models to manage a project effectively - completed on time, within budget and with high standards. (S)

Promoting Civility:

Are employees struggling with the "basics" of common decency and respect? Are issues such as gossip, privacy, harassment, and cultural insensitivity a concern within your unit? Using the Chancellor's Statement on Civility as a springboard, this workshop will provide insight on workplace incivilities and how to address them. (S)

Managing Multiple Priorities, Projects, and Deadlines:

In our environment, we have an ever increasing number of projects. Each project seems to be a top priority and each top priority project seems to have a critical deadline. No wonder it is difficult, even nerve-wracking, to determine what to do, when, and in which order. This workshop gives a strategic approach to tackling varied tasks in a high pressure organization. (G)

Motivation

How do you assist all employees in doing and being their best? How do you harmonize individual and organizational goals? Can you truly motivate anyone else? This workshop addresses these questions as well as many other problems and confusions surrounding the subject of motivation. How to create a motivational environment and the "nuts and bolts" application of current theories of motivation are also covered. (S)

Can This Process Be Saved?? (Accelerated Improvement Process)

This workshop focuses on a technique to efficiently improve work processes. Our learning objectives are to:

Define a "process"
Recognize when process improvement is needed and feasible
Examine tools for successful improvement (and for creating well-designed new processes)
Discover how to make significant improvements to a process in less time and even with small steps

There will be significant discussion from persons who have worked on improving their own processes and those who have facilitated groups which have improved processes. (G)

Oh, No! Not Another Meeting!:

Is that your response to most meetings you attend? Is your first thought related to "meeting nightmares" where there is chaos and disarray or boredom and lack of accomplishment? If these sentiments are true of most of your meeting experiences, then this may be the workshop for you1 Our objectives are to:

Clarify fundamentals of effective meetings
Strategize ways to streamline meetings to make them more effective
Draft results-targeted agendas (G)

One Minute Manager:

In this workshop you will learn about 1 Minute Goal Setting, 1 Minute Praising, 1 Minute Reprimands and the role you play as a successful manager. Get ready to make your life easier and to make more sense out of the job you do! (S)

Strength Based Leadership

"The role of a leader is to find and turn one person's talent into performance." When employees were asked in a survey what percentage of the workday they get to play to their strengths, only 17% said they do most of the day. When employees were asked if they spend more time talking about strengths or their weaknesses, they answered that 41% of their time is spent on strengths and 59% is spent on weaknesses.

Every individual brings a certain set of strengths to the organization. Strength based leaders find out what is unique about each person and then capitalizes on it. Remember, people do more of what they are rewarded for doing. Go ahead, focus on strengths. The dividends are massive!

In this seminar we will focus on:

the two of ten theory
Marcus Buckingham's new DVD, "Trombone Players Wanted"
how to strategically focus on strengths for organizational results (S)

When Teams Aren't Functioning:

"Team" is defined as "a group of people working together to achieve a common goal." Defining team is relatively painless, yet performing effectively as a team is often a completely different story. Even with the best of intentions, teams can become a microcosm of dysfunction. Attend this seminar and explore how to apply strategies to overcome many challenges teams encounter. Specifically we will be focusing on issues relating to: trust, conflict, commitment, accountability and lack of results focus. (S)

Working with Challenging Personalities:

Don't be voted out of the office because you don't have the skills it takes to work with different people and personalities. Come to this fun, interactive "Survivor" game to learn and practice the skills to survive in your office. You will learn and practice how to assess a personality and decide how best to communicate with that person. The survivor skills include listening, verbal and non-verbal communication, blending (building rapport), redirecting (changing the trajectory of the conversation), tactical talk, and dealing with anger (yours and others). (G)

Situational Leadership:

Is there one best style of leadership? This workshop looks at various leadership styles, helps you assess your own personal style, and teaches you how to develop and use backup leadership styles at appropriate times. Participants will further examine what makes a good supervisor by looking at the role of the supervisor in today's effective organization. (S)

Train the Trainer:

Many supervisors, team leaders, and individual contributor employees are increasingly being asked to train others on important job-related skills or topics. The Train-the-Trainer workshop is designed to provide staff members and others with the knowledge, skills, and perspectives necessary to design, deliver, and evaluate training programs in the workplace.

Participants will have the opportunity to develop and deliver a group-based 30 to 45 minute training activity. Effective training methods will be introduced, modeled, and reinforced through direct practice in a safe, non-threatening environment.

Upon completion of this workshop, participants will be able to:

Describe training and its importance and uses in organizational settings
Identify characteristics of adult learners
Design and implement training programs using a systematic approach
Develop activities that engage participants in meaningful learning
Evaluate the outcomes of training (G)

Customer Service

Avoiding Global Goofs in Customer Service

In our increasingly diverse campus environment, customer service takes on a new importance. Interacting with those with different backgrounds, languages, and experiences takes skill, tact, and a non-traditional American viewpoint. You will learn how customer service principles vary in the global marketplace, how you can create rapport and convey your message in a diplomatic yet factual way, and how to use "simple talk" without offending non-English speakers.

Customer Service:

What role does staff play in student retention? Do you know where your position and department fit in the university's "big picture" perspective? Students have choices today when selecting a university and the competition is steep! This workshop will introduce the concept of premier service at the university level. Participants will define their customers, discuss ways to measure service, review telephone and email basics, and determine a course of action for future enhancements. (G)

Customer Service With a Fish! Twist!:

As university staff members, we are all customer service representatives for IUPUI. Our interactions with students, staff, faculty, taxpayers and visitors impact the success of our organization and the retention of students.
Learning objectives:

Identifying your place within the total customer service picture
Learning techniques to handle customer complaints and demands
Identifying what good service looks like
Reducing the stress of customer contact (G)

Give 'em the Pickle:

We have all heard "The customer is always right," and "The customer is number one," but is that enough? Real customer service is an opportunity to connect with people, to brighten a day, to make a difference with the people who use your service or product. It's about giving them the PICKLE.

This workshop will cover the four key principles that will keep your customers happy: service, attitude, consistency, and teamwork. We will also identify your primary customers and determine their expectations. Then, we can creatively explore opportunities for improvement. (G)

Life Skills

Dealing With Change on a Personal Level

Most people do not look forward to change and, when change does occur, hope that it will surface at a steady, manageable pace. Instead, people tend to resist change, ignore it, or even deny that change is occurring. Yet, change is here to stay. In fact, in today's workplace, the only thing we can rely on is the occurrence of constant change. Therefore, it is critical that we develop our skills to manage change from a personal perspective. In this workshop we will learn:

Why people tend to resist change
How to overcome unproductive mind-sets toward change
How to build our tolerance and confidence in the midst of change
How to develop the seven change readiness traits needed to successfully handle change. (G)

Who Moved My Cheese?:

Change is tough for all of us! Yet some people tend to take change in stride whereas others become paralyzed by change. In order to be effective in today's work world, we must learn to individually manage change. A lot has been written and discussed about change and its impact on organizations, yet most neglect to acknowledge the impact change has on the individual and his or her productivity. This workshop is a practical application of the concepts from the national best-selling book, Who Moved My Cheese. Learning objectives include: examining how experience and attitude shape our approach to change; defining what our individual needs are when we experience a significant change; identifying productive and unproductive responses to change; defining "cheese", learning what to do when the "cheese moves" and how to find "new cheese". (G)

Professional Etiquette"

What is the right thing to say or do? How does one interact in business and social settings? Which fork or glass is the right one to use? This workshop will focus on etiquette in various professional settings from social/networking events and formal dinners to telephone and e-mail etiquette. (G)

Managing Your Energy at Work:

We spend hours and resources in managing people and projects but do we ever take the time to manage our energy at work? Learning objectives will include: stop being an adrenaline junkie; learn tips and strategies for the work and personal life juggling act; identify your daily energy zones; learn which key nutrients will support your body's natural response to stress; and learn how to re-channel stress, fatigue or boredom into healthful, productive energy. (G)

Doing the Right Thing: Facing Every Day Ethical Challenges:

Every day we�re faced with ethical challenges, big and small. Dealing with them is not always an easy task! This workshop will focus on discussing ethical issues, and discovering how to handle ethical situations. This is NOT a workshop devoted solely to ethical policies, but is an opportunity for you to discover ways to make your actions as ethical as possible, benefiting yourself, your department, and IUPUI. This will be a proactive, confidential discussion about ethical challenges and getting the information and support you need to address them. Discussion will include analysis of case studies relevant to your work setting. (G)

Getting Organized

Do you constantly search for things? Do you find yourself befuddled attempting to organize the ever-increasing amount of stuff you have? Do you wish a professional organizer could come spend the day with you? Attend Getting Organized and learn how to create a workspace and office area that works for you, not against you!

Specifically, we will focus on:

how to evaluate your current system
how to identify areas of needed improvement
how to organize your desk and workspace
practical systems to organize your files
how to organize your deadlines and projects
how to integrate daily duties, on-going tasks, and long-term projects into your organizational scheme
how to stay disciplined to sustain your approach (G)

Myers-Briggs Type Indicator (MBTI)� � Understanding Personality Type:

The Myers-Briggs Type Indicator (MBTI)� is one of the most widely used instruments for assessment of personality type preferences. This workshop allows participants to take and score the MBTI as a way to learn about themselves. The MBTI helps you understand how your personality influences your behavior so you can make useful choices about how you think and act, and about how you choose to interact with others. There are no "right" or "wrong" answers to the questions. Your answers help you discover how you like to go about deciding things, understand your special strengths, what kinds of work you may enjoy and be successful in, and how you can relate well with others who are similar to and different than you.

The workshop includes answering and scoring questions on the indicator, participating in exercises and learning more about your own personality and behavioral preferences. (G)

Evaluating Your Work Life:

Are your job description and your work environment a �good fit� for you? Do you feel stressed, frustrated or even fearful at work? Are you experiencing chronic health problems but can't seem to find a cure? How can you know if your work or work setting is the source? This workshop will help you assess signals that alert you that something is wrong at work. You will take some assessments, learn some strategies and walk away with some resources to re-vitalize and improve your work life. (G)

Professionalism in the Workplace and Beyond:

The difference between a worker and a professional is a combination of personal confidence, polished skills, and a "big picture" perspective, rather than a task-oriented approach to each day's work. Which one are you? How do your colleagues and supervisor view you? What does a profession's work ethic, manager relationship, image, and work perspective look like? This workshop will provide an in-depth profile! (G)

Self-Assessment and Career Development:

Whether you are in transition, considering a career or job change, or simply exploring your options it's a good idea to conduct a self-assessment. Self-Assessment is a process of identifying your interests, skills, values, and personality preferences in order to make an informed career decision. In this hands-on workshop you will have an opportunity to complete some self-assessment exercises and explore how you can apply what you learn to your own career and professional development plan. (G)

Setting and Achieving Goals:

This workshop will cover how to write clear and measurable goals/objectives. You will learn the importance of setting goals, how to base goals on the goals/objectives of the organization, how to write goals clearly, how to write measurable goals, the importance of the manager's meeting to ensure agreement of goals, and a self-management process for achieving agreed upon goals. (G)

Discovering Differences:

In this workshop participants will gain a deeper understanding of diversity and its importance in our work and learning environment. Diversity is a lot more than race or gender and each of us bring unique qualities that impact our organization. In this workshop, we will develop a working definition of diversity, explore individual and cultural identities, shatter stereotypes, and gain a deeper appreciation for others with diverse cultural backgrounds. Each of us comes to the issue of diversity at different levels of comfort, understanding, appreciation, and yes, even resistance. This workshop is not about judgment or where you stand on the issue. It is to encourage awareness about the issues, learn how our differences impact our organization, and how we can work through these differences to be a more effective organization. (G)

Generations Working Together:

Currently, there are five generations in the workplace. Each generation is comprised of individuals who have a lot in common. Each has its own work ethic, values, norms, methods, and motivations. Attend this workshop and learn how to work effectively within and between generations.

Specifically we will focus on:

understanding the difference between generations
exploring why there is so much confusion between the generations
how to work effectively across generations. (G)

Strengthening Your Relationships with Management:

What are ways in which we can take the initiative to improve our working relationships with our supervisors? How do we effectively communicate "upward"? We will hear from a panel of supervisors about their perspectives on this issue. (G)

Stress Management:

"Make choices that assure your success!" is the motto of this workshop. Stress can make or break a person, impact families, friends, and co-workers. When stress isn't managed it can cause serious problems of a physical or emotional nature. This workshop will put you on the path of better stress management. We will define stress, identify common stressors, and receive ready-to-use resources to combat and relieve stress. (G)

Time and Priority Management:

In this workshop you will learn how to effectively manage your time by managing events, setting goals, and prioritizing. We will examine strategies for increasing productivity, controlling your schedule, and eliminating time wasters and distractions. (G)

So, You Want to Be a Manager?:

What are the major roles of a manager? What skills and competencies are needed? How is a manager's role different from the role you serve as a professional in your particular field of expertise? What qualities are important in a manager in order to lead and support others and ensure that work unit objectives are achieved? Being a manager can be both rewarding and challenging, but it's not for everyone. This workshop is designed for individuals who want to learn more about what it means to be a manager and the skills, competencies and attitudes needed to be an effective manager. The workshop will also include participation from managers who will share their thoughts on the things they like best and least about managing. (G)

The FISH! Philosophy at Work:

Discover how to create a work environment where you choose to bring energy, passion, and a positive attitude to work each day! Learn strategies that will encourage you to be truly connected to your work, your colleagues, and your customers. This tremendous synergy can result when people are committed to their jobs and team members. The FISH! Philosophy is a real world example of the Pike Place Fish Market in Seattle, Washington, which teaches us what it means to be creatively engaged in our work experience. (G)

Your Manager and You: Building a Relationship for Success:

Do you know how to communicate with your manager to get the coaching, professional development, and day-to-day direction you need? Are you able to negotiate with him or her for increased opportunities and growth? Can you "read" your manager in order to understand his or her goals, priorities, stresses, and quirks? Would you rather thrive than merely survive in a difficult working relationship? This workshop will focus on these questions and help you get the most out of your most important work relationship. (G)

Job Burnout: Prevention and Management:

Job burnout, or "an impairment of motivation to work," is increasingly common in today's workforce. As workloads increase we can expect to see even more cases of burnout. If you have developed an aversion to going to work, then you might be suffering from burnout. Work doesn't have to be a dreaded chore! In this workshop we will look at specific actions you can take to beak burnout. Preventing or conquering burnout can dramatically improve productivity. We will identify job burnout symptoms and the three levels of burnout, rate your job for burnout potential, discuss causes of burnout, and learn strategies to beat job burnout and to prevent it in the future. (G)

Leadership in the PA Role:

Leadership isn't a title or a role - it is behavior and attitude. This workshop will clarify ways PA staff can take leadership initiative in their current roles. (G)

Looking Through Your Lens of Creativity:

This video and discussion-based workshop will help you realize a surprising truth about creativity - that it's not a mysterious occurrence, but a ready tool that enables you to look at the ordinary and see the extraordinary. Dewitt Jones, an inspirational photographer, takes you through six key concepts of creativity by looking at stunning examples of his work. In this workshop you will learn six key concepts: creativity is a matter of perspective; there's always more than one right answer; don't be afraid to make mistakes; learn to break the pattern; reframe problems into opportunities; and train your technique. You will also learn how to feel inspired and encouraged to apply these simple yet powerful techniques to your everyday challenges. Participants will learn that creativity is not about being artistic, but about having the right attitude. (G)