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The Development SeriesForLegal Supervisors and Managers
•
Loeb Consulting Group’s
Development Series for Legal Supervisors and Managers
begins with
It’s Okay to Be the Boss;
a management boot-camp; providing participants with “back to basic” skills to be a great manager.
•
Professional development continues with session two;
Conducting Stress Free Performance Appraisals
. In this session participants build the confidence and competence to leverage theiremployees’ every day performance by conducting a constructive stress-free performance ap-praisal.
•
In session three;
Leading the Way with Emotional Intelligence
;
participants get to focuson and develop skills to encourage collaboration, build effective teams and defuse conflict by learning how to tap into their emotional intelligence.
•
In the final session;
The Leadership Challenge
; participants reflect on the skills learned inthe series and identify and strengthen their innate qualities to transform from a great supervi-sor/manager to an exemplary leader.
Session 1: It’s Okay to Be the Boss – The Management Workshop
This back to basics management workshop provides the non-negotiable management skillsrequired for managers to get desired performance from today’s workforce.
Workshop Objectives
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To identify the skills to be a strong, highly engaged manager.
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To learn strategies for overcoming common obstacles to being an engaged manager.
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To introduce and practice the eight back-to-basics techniques skilled managers use for helping theiremployees succeed.
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To develop an action plan for applying the eight techniques in their daily management responsibilities.
Session 2: Conducting Stress Free Performance Reviews
This interactive workshop eliminates the stress and uncertainty of the performance review process;by teaching managers how to leverage the processso they can develop confident, motivated, committed and productive employees.
Workshop Objectives
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To appreciate the benefits of performance management as an on-going business management tool.
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To develop an understanding of how performance management can motivate & de-motivate employees &affect their productivity.
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To learn how to prepare and gather data so the performance appraisal discussion is sensitive, fair, and ef-fective.
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To learn how to apply the five critical performance appraisal components to the discussion.
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To acknowledge and correct rating errors in order to ensure a consistent and fair process.
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To apply a coaching model for performance improvement.
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