Attend this one-day survival course for managers and supervisors, and you’ll learn how to …

• Understand the difference between handling an employee with a rotten attitude and one with poor people skills
• Avoid the mistakes managers make when dealing with difficult personalities
• Identify the four main personality types ... their strengths and their weaknesses ... and how to manage them
• Coach your employees to work better with others
• Dig deep to find the root of your employee’s bad attitude
• Make your employees feel heard, valued, and appreciated
• And much, much more!

Rotten Attitude or Lousy People Skills? Why it’s important to know the difference

• Where “people skills” go bad: Top mistakes that ruin relationships – and how to avoid them
• SELF Profile: Learn about different personality types and how to work with each
• Do they have bad people skills or is it just their personality? Find out
• What makes people with bad attitudes behave the way they do?
• Identify and handle the 10 most common types of difficult people
• How to minimize … even eliminate … the negative effects of difficult behavior
• 10 typical weapons difficult people use – confront and conquer them

Must-Have Communication Skills for Dealing With Difficult Employees

• How communication typically breaks down between people
• Discover how to communicate with people whose work and communication styles are different from yours
• To feel listened to is to feel valued: Active listening skills every manager needs
• Minimize the potential for conflict by better understanding what everyone around you is really saying
• 4 ways to avoid unintentionally shutting out important information and feedback
• What to say when: Scripts to get you through a variety of tough situations

Coaching Your Employees for Success in Working With Others

• Why the best leaders are also strong mentors
• The 5-Step Staff Coaching Model: Your new best friend for effectively making changes in your employees
• The manager’s role in directing employees whose interpersonal skills are weak
• How to sell them, not just tell them
• Adjusting your coach approach to fit the needs of different employees
• Holding employees accountable – while keeping them happy
• Empathy and understanding: Critical skills every coach needs to master

Conflict Resolution Survival Guide

• Defuse potential conflicts before they start
• Learn to resolve conflicts in a way that brings about growth and constructive solutions
• The secret of master diplomats – how to take advantage of the potential for a positive outcome from most conflicts
• Strategies for ending in-fighting and feuding in your department
• Secrets to handling conflicts among employees so everyone wins and mutual respect is maintained
• How to deal with employees who back-stab, ridicule, and use aggressive tactics
• Laying the groundwork for a team that embraces trust and mutual respect

How to Give Effective Criticism and Discipline

• The criticism checklist: 9 questions to ask yourself before you say anything
• How to address a variety of bad attitudes using criticism and discipline
• How to address poor performance and still leave the employee’s self-esteem intact
• The how-to’s of giving effective positive and negative feedback
• Know when employee attitudes or lousy people skills have crossed the line and when discipline is no longer an option but an absolute must
• The Paperwork: Putting together airtight documentation to back yourself up
• How to make sure discipline is fair and covers all the legal angles

Bonus Session!!
When All Is Lost - How to Legally Terminate Attitude Problems
It’s true: You can fire employees with bad attitudes. But you need to make sure you do everything right to build your case. As a special addition to the seminar, you’ll learn how to recognize completely lost causes and terminate them without hurting the rest of your team. You’ll leave with the skills you need to terminate problem employees legally, safely, and confidently.

"“It was very informative and taught some ways to deal with employees that were much better than my old methods."
– Fred Colley

"It gave me motivation to go back to my job and try to make it a better work place."
– Sandra Craddock

"“I am going away with a lot of ideas and feel good about what I learned."
– Melissa Stayton

"It was informative and educational. I liked the fact that I could learn things (strategies and principles) and actually feel like I could take them to work and use them."
– Mark Laurie

"“Very practical. Things I can take back and easily use at work tomorrow."
– Tami Cummins-Yorke