314-610-0979 mary@marydamato.com

Workshops

Workshops

Years of Experience

Connections

Workshops

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“Hi Mary, I wanted to thank you for the gift you provided me regarding the feedback from the team leader communication workshop you provided to our staff. The insight you provided and the recommendations are extremely valuable as we go forward. I wanted to be sure that you are aware that this feedback is definitely considered to be a true gift. Thank you and we’ll be in touch.”

– Joe Yancy

Management Workshops

Management Boot Camp

2 Days, 2 Facilitators
  • Moving from producer/technician to manager/ leader
  • Aligning and managing employee expectations to create a healthy team culture
  • Rethinking process and systems to be more effective
  • Communication skills- styles, listening, and difficult conversations
  • Understanding and using the situational leadership model. 

Too many managers are promoted because they know the business, the process or the products. What most organizations fail to recognize is that the skills needed to be an effective manager are totally different than those of an independent contributor.

This workshop is designed to provide skill development for managers and supervisors of all levels. How to move from manager to coach, tactician to strategist and knowing how to communicate in all situations are some of the lessons you’ll learn and be able to use immediately. 

Interviewing and Selection

Full Day
  • Overview of the interview guidelines
  • Interview preparation
  • Meeting and greeting candidates and interview etiquette
  • Introduction and defining interview format
  • Work experience, education, and role-specific questions
  • Competency – based behavioral interviewing
  • Responding to candidate questions 

As important as good interviewing and smart selection are, they are not day-to-day management functions. When you do need to fill a position on your team, you may not recall the best way to go about it. This workshop will walk you through the hiring process at SFS-Q – what forms need to be filled out, what your responsibilities are as a hiring manager and what HR can do to assist you.

To help discover which candidate is right for you and your team, we will cover interview do’s and don’ts, the best way to conduct an interview, and what questions you can and cannot legally ask.

Strategic Tool Kit for Managers

Half Day
  • When and how to use SWOT analysis
  • How to use a Risk Analysis formally and informally
  • Using a “Stay Interview” for greater employee engagement
  • A mini team satisfaction questionnaire 

As a manager, you are expected to be more of a strategist than a tactician. But what does that mean? And who has the time to think and strategize before you act? So much of what we are expected to do is react to situations or problems. Rarely do we stop and take the time to analyze, strategize and plan in order to prevent problems.

Coaching and Counseling for Imrpoved Performance

full Day
  • Encourage and reward good performance
  • Address performance issues immediately before they become problems
  • Guide employees in developing plans to correct situations or solve problems
  • Deal with Confrontation and disagreements
  • Determine when and how to get the HR involved. 

If your title is Supervisor or Manager, you may be under the false impression that your job is to manage “people.” That belief is usually one that causes great frustration for managers and their employees. A good manager is one who manages systems and processes and coaches employees for improved performance. The question often then becomes, “But how do I do that?”

Coaching is a simple and practical process and can be applied immediately. As you learn coaching skills to manage performance (not people), you’ll be able to improve, encourage and reward performance.

Delegation

Half Day
  • Use delegation as a development opportunity for empoyees
  • Overcome the dear of “letting go”
  • Engage and negotiate with employees over assignments
  • Manage but not micor=manager any task that is delegated
  • Handle employee resistance to fear of failure. 

Delegation is not “dumping” and can be an important part of an employee’s development. Successful delegation is based on 3 important factors: how you approach delegation, how involved employees are in the process and how you evaluate their progress.

This program introduces a delegation process that will help shift a manager’s thinking, motivation and results

Challenging Conversations
Half Day

  • Timing is everything
  • How to stay neutral and on-track
  • Dealing with performance issues
  • Dealing with personal Issues
  • Dealing with emotional issues 

As managers, we have all had challenging conversations; perhaps one we dreaded or one we were surprised by. It may have been about a performance issue, a personal issue or having to share “bad news.” No matter what the issue, and no matter how challenging we perceive them to be, we must have these conversations so it’s important we learn how to handle them.

This workshop will give you ways to approach, manage and end difficult conversations for the best possible results.

Workshops for All Staff

How To Think Like a Manager
Full Day

  • How to supervise a friend
  • Managing systems and processes, not people
  • Risk management and organizational impact
  • Power vs. Influence and Control vs. Lead
  • Self-assessment to determine if managing is for you

When a person is hired, it’s often for their skills, knowledge, experience and expertise. However, the skills they bring to a job are vastly different than those required to be a manager. Often someone goes into a management position with no training, little understanding of what is required to be a good manager and maybe with poor management role models.

As a manager, you are expected to get results through others. You will need to be able to lead a team, be a resource to other teams and coach your employees. In this workshop, you will learn how to think and talk like a manager, the basic principles of management and what it takes to build a strong and effective team

Working Smarter Not Harder: Practical Stress Management for Today’s Workplace
Half Day

  • Identify stressors and stress triggers
  • Ask yourself a few quick questions that can instantly put things in perspective
  • Apply the “control, no control and influence” assessment to help you respond appropriately
  • Develop a Board of Support
  • Use simple breath, stretch, and body movements to unwind at your desk

Working Smarter Not Harder is a concept that cuts across every job and every task. It’s about learning what you can control, what you can’t and learning to deal with both situations. This workshop goes beyond “eat right, sleep tight” and gives you practical, proven and easy techniques that produce both instant and long-term results. 

Well managed meetings
Half Day

  • How to use and prepare for each meeting
  • How to use questions to keep people engaged and on track
  • How to encourage the quiet person and quiet the talkative one
  • How to use different meetings for different purposes
  • How to create meeting guidelines and hold people to those guidelines

How often have we walked out of a meeting feeling it was a waste of time? Meetings can be powerful business tools that bring people together to solve problems, share information and ideas, or focus on a common goal. 

If you’re willing to look at meetings in a new way and commit to incorporating some of the new thinking, you’ll enjoy the participation and practice in this workshop. 

E-Mail etiquette
Half Day

  • Write emails that get read right away (without using high priority tags)
  • Create subject lines that improve efficiency
  • Apply eight efficiency approaches to e-mail routines that reduce the amount of time spent on emails each day
  • Effectively use the highly powerful (EOM) technique
  • Determine when to replace email with other communication methods
  • Develop email protocols beyond etiquette

Are you experiencing weariness from too many cc’s, inappropriate exclamation points, and long-winded rants filling your inbox every morning? Are you interested in curing the condition with just a few agreed-upon strategies for you to adopt?

This program proposes that e-mail can be made into an effective and efficient method for doing business. You will learn how to design e-mail protocols with understood guidelines for etiquette and productivity. Discover the strategy that can change the number of things you can get done in a day. 

Customer Service
Half Day

  • The difference between customer service and customer satisfaction
  • How to communicate effectively with bnoth internal and external customers
  • How to identiy and work with difficult customers
  • How to use questions to uncover the real customer need and address it 
  • Small steps you can take so the custoemr feels fully heard and fairly treated. 

We all know what it feels like when we are the recipient of poor customer service. Sometimes it’s not poor; just inadequate. We don’t like that feeling and neither do our customers. Unfortunately, their dissatisfaction is either forcefully expressed or they walk away unhappy and disappointed.

We can, however, determine the quality of their service experience. Every customer encounter is a “Moment of Truth” and you can help determine the outcome.

Assertive Communications
Half Day

  • How and wen to speak up for yourself
  • Assertive techniques that have been proven over time and easy to use
  • How to be assertive and respectful at work
  • Different ways to say “no”

How do you communicate? Are you assertive, aggressive or passive? Is one approach better than another? What are the consequences of each approach?

Many people misinterpret assertive communications as aggressive but that’s far from correct. Assertive communications allow you to express who you are and what you want to say while still considering the other person. Using assertive communications also helps you sound confident and self-assured.

Active Listening
Half Day

  • A self-evaluation of your listening skills
  • Ways to optimize a “listening” environment
  • How and what to listen for when you are not face-to-face
  • How to ask questions using the person’s words to keep a dialogue open

Active listening is a critical component in any communication and it’s harder than it sounds. There are so many things to consider beyond simply hearing what a person is saying. In order for listening to be “active”, a person must think holistically and consider the environment, emotions, agendas (obvious and hidden), tone and body language when it’s evident.

Two techniques that are not often considered in active listening are the art of asking questions and using the other person’s words. These are just two of the ways you will learn that can improve your listening skills, communication and relationships.

HARP Communication Styles
Half Day

  • Improve communication through respect and understanding
  • Improve and strengthen teamwork through a cooperative application
  • Improve management skills and enhance coaching and counseling skills
  • Improve customer service
  • Enhhance progessional self-awareness. 

Ever wonder why you just can’t seem to relate to someone at work? Ever feel frustrated when someone doesn’t understand you? Do you get upset when someone makes decisions too quickly, changes their mind too often, or demonstrates paralysis by analysis? Are you uncomfortable with colleagues who sound abrupt, or wishy-washy; too excited or too reserved? 

This workshop offers practical communication solutions you can take back to work and use right away. You will take a quick Communication Styles assessment to learn your style and then learn how to communicate better at work even with all those pesky people around you who have different styles. You’ll leave with a new understanding of yourself and others and learn how to deal with the different and the difficult.

Challenging Conversations
Half Day

  • When is it right to have the conversation
  • Intent and impact
  • The feeling conversation
  • The Indentity Conversation
  • The learning conversation

Challenging conversations at work are simply a part of life. The quality of those conversations and their impact, however, can determine the quality of your work experience. Sometimes we get into conversations and don’t know how to handle them. Often we feel defensive, angry, misunderstood, frustrated or demeaned.

Learning how to deal with challenging conversations will assists managers and staff in identifying those approaches that increase the likelihood of a good outcome. Approaches are introduced and practiced so participants can immediately utilize new skills in the workplace

.

Workshops for All Staff

Challenging Conversations
Half Day

  • When is it right to have the conversation
  • Intent and impact
  • The feeling conversation
  • The Indentity Conversation
  • The learning conversation

Challenging conversations at work are simply a part of life. The quality of those conversations and their impact, however, can determine the quality of your work experience. Sometimes we get into conversations and don’t know how to handle them. Often we feel defensive, angry, misunderstood, frustrated or demeaned.

Learning how to deal with challenging conversations will assists managers and staff in identifying those approaches that increase the likelihood of a good outcome. Approaches are introduced and practiced so participants can immediately utilize new skills in the workplace

.

LEADERSHIP CONSULTING

Mary D'Amato

3D COACHING & CONSULTING, LLC