McGohan Brabender :: Learning Center 2011

The McGohan Brabender Learning Center

McGohan Brabender is pleased to offer a full slate of classes for the 2011 MB Learning Center in Cincinnati and Dayton. The diverse range of topics should appeal to the HR, benefit, sales, accounting and senior management professionals within you organization. The Learning Center aggressively searches both locally and nationwide for the brightest healthcare minds in the country to teach, engage and inspire employee benefit administrators.

Click here to view our 2011 Learning Center Poster.

Since we are only scheduling one session per class, it is imperative that you notify McGohan Brabender if you are unable to attend a session. The reason for this is so we may add someone from the waiting list.

Certification
McGohan Brabender is recognized by HRCI as being an Approved Provider through December 31, 2013. Professionals who need PHR, SPHR and GPHR are able to receive CE credits through participation in MB Learning Center Programs. With each eligible course listing, you will find the number and type of credits available. Learning is a lifelong journey. Indulge your sense of adventure.

Registration
Since space is limited we strongly encourage you to register well in advance. Clients may attend all classes at no cost. All other guests may attend as space is available.

Questions?
If you have any questions regarding the 2011 Learning Center, you can contact McGohan Brabender’s Client Services and Communication Department at 800-293-2347 or email Kim Balling.

Learning Center Locations
All Dayton Learning Center classes will take place at McGohan Brabender's corporate headquarters. All Cincinnati Learning Center classes will take place at the Crowne Plaza Blue Ash.

BLT (Business Lunch Track) Locations
All Dayton BLT classes will take place at McGohan Brabender's corporate headquarters located at 3931 South Dixie Drive, Dayton, OH 45439.

Learn & Earn
Nearly all Learning Center classes are available for continuing education credits depending on your professional accreditation. HR and Accountancy Professionals can all earn credits which go towards satisfying continuing education needs. Each course listing will specify what credits are available.

Register for an upcoming Learning Center class >>

DAYTON

Independent Contractor or Employee? (And More)
Date: Thursday, February 10, 2011 /8:30 a.m. - 10:00 a.m. / CE Credits: 1.5

Many employers have opted for hiring “independent contractors” instead of traditional employees to lower costs. Unfortunately, many employers misclassify employees as independent contractors when, in fact, they are true employees. Government agencies are well aware of the tactic and are more closely scrutinizing these relationships than ever before. The IRS has hired 100 additional agents to survey employers and ensure compliance. In fact, new governmental regulations and initiatives are being proposed to stop misclassifications. Learn from Bob Dunlevey, a Board Certified Specialist in Labor and Employment Law, the difference between employees and true independent contractors and how you can effectively create independent contractor relationships without incurring liability. In addition, Bob will present information regarding current state and federal developments in labor and employment law.

Course Instructor: Bob Dunlevey, Dunlevey, Mahan & Furry
<<Register>>

Understanding the Myths Behind Disability Coverage
Date: Thursday, March 10, 2011 /8:30 a.m. - 10:30 a.m. / CE Credits: 2.0

Outcomes:
- Create a tax-free benefit for you and your employees
- Critical components to understanding how to qualify for disability
- Understand how the Claims triage brings multiple resources together to benefit employees and employers

Summary:
With all the time and effort spent each year reviewing your company's health insurance, there isn't much time left to review an equally important benefit: Long Term Disability. Disabilities do happen and can be devastating to someone and their fa.m.ily. This course will teach about the most common gaps in disability coverage and how to fill those gaps. We'll see an actual disability claim being processed and learn about the resources available to you and your employees at a difficult time.

Who Should Attend: Benefit Managers, HR Directors/Managers and Staff, Risk Managers, Business Owners, Key Managerial Staff,

Course Instructors: Steve Valenti, Assurant Employee Benefits and Amy Chinn, Assurant Employee Benefits
<<Register>>

(BLT) Long Term Care
Date: Wednesday, April 27, 2011 / 11:30 a.m. - 1:00 p.m. / CE Credits: 1.5

With the advent of new legislation regarding Long Term Care (The Community Living Assistance Services and Supports (CLASS) Act), an aging population, fewer carriers continuing to offer individual long term care policies, and sky-rocketing long term care costs, group long term care provided in the workplace will become an essential part of a well-rounded benefits package.

Today’s financially stressed workers are wondering how they’ll stretch their retirement dollars to provide for the basic costs of living — never mind the expense of long term care. As a result, LTC is now considered an essential part of any retirement plan. Despite a struggling economy, nearly one in five U.S. employers surveyed say they will offer more comprehensive benefits to beef up recruitment and avoid losing top performers.

Join us to learn about the advantages of employer-sponsored long term care plans including:
• Flexible plan options- Designed to fit any employer’s budget while helping to protect employees from the financial impact of an LTC event. Employer- funded plans can offer a base benefit at little cost to the employer while giving employees access to guaranteed coverage at group rates.
• Portability- The opportunity for employees to continue coverage even if they change jobs or retire.
• Tax advantages- Employer-paid premium for GLTC insurance is generally deductible as a qualified business expense under current tax law.
• Cost efficiency- In tough economic times, your customers are looking for ways to keep a valuable benefits package without high cost. These plans are up to 20% less expensive than voluntary LTC coverage.
• Guaranteed renewable coverage- Unlike medical or group disability insurance, GLTC is guaranteed renewable, with no time consuming renewal
• Family member eligibility- allows employees’ relatives to apply for coverage at a group rate.

Course Instructors: Unum - Dustin Calhoun, Senior Sales Consultant, Kara Krueger, Senior Account Executive and R.G. Peterson, Senior Market Manager
<<Register>>

Creating the Solution Your Customer Wants
Date: Thursday, April 21, 2011 /8:30 a.m. - 11:30 a.m.

Summary:
This step of the sales process ties our solution to the needs and interests of the buyer. We communicate with impact, with specific facts, show related benefits, customize the application to the customer, use the right form of evidence to overcome doubt, and evaluate with a trial close.

Learning Objectives:
- Develop solutions unique to each buyer
- Appeal to logic and emotions
- Present persuasive, convincing solutions

Who Should Attend: VPs and/or Sales Managers, Sales Associates or Account Managers, VP of Operations, Directors of Purchasing

Course Instructor: Lance Tyson, McGohan Brabender, VP of Sales
<<Register>>

Checking the Vital Signs of Your Organization
Date: Thursday, May 26, 2011 /8:30 a.m. - 10:0 a.m. / CE Credits: 1.5

The VITAL Signs Assessment is a brand-new, broader instrument measuring the health of an organization in five key essentials that are the leading indicators of healthy marketplace and financial performance. VITAL is designed to correspond to leadership tea.m. practice sessions using BUILT TO LEAD’s 8 Essentials of Leading Tea.m.s. The model of organizational vitality looks like this:

1. Vision Clarity – clear and compelling purpose, vision, values, strategies, and goals;
2. Inspired People—employees who have bought into the company’s purpose and mission and who have made it their own;
3. Tea.m.s of Trust—the degree of belief, or deep trust, that binds everyone together in confident information sharing, decision making, and risk taking;
4. Aligned Disciplines—efficient core processes and supporting systems properly aimed at and constantly improved to deliver customer value today and in the future;
5. Leading-Indicator Focus—clear expectations, from top to bottom, of what each tea.m. member needs to do to deliver results against his/her goals, with a focus on the leading indicators of financial performance, not the financials themselves, which are lagging indicators.

Who Should Attend: Senior Leaders, Managers & HR Directors

Course Instructor: Pete Kunk, Partner with Built to Lead
<<Register>>

Succession Planning
Date: Thursday, June 23, 2011 /8:30 a.m. - 11:30 a.m. / CE Credits: 3.0

Outcomes:
1. Understand the definitions of replacement planning, talent management, succession planning, and succession management
2. Identify the role of succession planning and management in thriving organizations.
3. Build a plan based on the Succession Management Model

Summary:
It is the responsibility of every leader to provide leadership succession in their organization. This involves at least four distinct areas of leadership preparation and effort: replacement planning, talent management, succession planning, and succession management. Leaders need to exa.m.ine each of these responsibilities, outline the organizational issues that must be addressed in each area, and create a succession plan.

Context:
Building future leaders is a multi-faceted task that encompasses hiring and recruiting, developing current staff, and providing on-the-job coaching, feedback and mentoring. It is a leadership endeavor that is complex, challenging, and highly rewarding. When successful, everyone wins, including current leadership, future leadership, and the organization as a whole.
This workshop will help you make a commitment to succession planning and management. It will help you provide a critical service to the future of the organization, while making sure that your vision for the values, culture, and achievements of the organization will be sustained.

Course Instructor: Ed Eppley, Executive VP of Tyson Eppley Management
<<Register>>

Course Instructor: Mike Suttman, McGohan Brabender, President/Partner
<<Register>>

Bend the Trend
Date: Monday, June 27, 2011 /2:00 p.m. - 3:30 p.m.

If you’re frustrated because you don’t feel you or your employees have any control over your health care renewal increases, McGohan Brabender would like to provide an in depth presentation of Bend the Trend.

Bend the Trend is a program through United Health Care that provides substantial premium discounts based on employer strategy and employee engagement. Based on the level of engagement and outcomes, you have the opportunity to Bend Your Health Care Trend. How much? – the premium discounts can be significant.

Although this concept is designed for fully-insured groups of 100 , the concept can be also be useful in lowering costs for self-funded groups.

During this special Bend the Trend event, we will explain how the program works, review financial models, and explain how incorporating McGohan Brabender’s wellVibe technology into this program provides greater discount opportunities.

We strongly encourage a financial officer as well as a Human Resource representative from your organization to attend this event. If you are currently a United Health Care client, Apex dollars will be awarded for attendance.

Course Instructor: Mike Suttman, McGohan Brabender, President/Partner
<<Register>>

(BLT) Open Enrollment Widgets, Gadgets and Thingamajigs
Date: Wednesday, June 29 / 11:30 a.m. - 1:00 p.m. / CE Credits: 1.5

The days of simply using photocopies of carrier open enrollment materials are over. Today, open enrollment is about grabbing attention, education, and most important — engagement.

Don’t let technology be a barrier. McGohan Brabender has created
several different tools, applications and gadgets to make you look like a genius in the eyes of your employees.

In this BLT session, you will learn what new benefit technology is available. Some of the technology that will be covered is currently available from the internet; the rest is available through MB. Learn where to find the tools and how to harness the power!

This class will be led by McGohan Brabender’s award-winning Marketing/Communication Department. They have received several national awards for print and electronic communication over the past three years. In 2010, their website was named the second-best benefit broker website in the country for content and tools.

Course Instructors: David Homan, McGohan Brabender, VP of Marketing/Communication/Partner
<<Register>>

Bend the Trend
Date: Thursday, June 30, 2011 /10:00 a.m. - 11:30 a.m

Although this concept is designed for fully-insured groups of 100 , the concept can be also be useful in lowering costs for self-funded groups.

Course Instructor:

Mike Suttman, McGohan Brabender, President/Partner

<<Register>>

What is Your Emotional IQ?
Date: Thursday, July 28, 2011 /8:30 a.m. - 10:00 a.m. / CE Credits: 1.5

Have you ever met a “smart” person who did “dumb” things? That genius who couldn’t seem to figure out people? One of the major gaps in understanding what drives personal and professional success is “Emotional Intelligence”, a concept made popular by the groundbreaking book by Daniel Goleman. What we now know is that people with high emotional intelligence tend to be more successful in life than those with lower EIQ even if their traditional “IQ” is high. This session will provide an introduction to Emotional Intelligence and ways to increase your ability to process “emotional information” to improve decision making, build effective relationships and drive success!

Course Instructor: Kristi Dinsmore, Senior Consultant Workforce Development & Corporate Services for Sinclair Community College
<<Register>>

CINCINNATI

LEADERSHIP TRACK

Conflict Management and Resolution
Date: Wednesday, February 2 / 8 a.m. - 11 a.m. / CE Credits: 3.0

Outcomes:

1. Diagnose conflict within their organization.
2. Analyze their conflict response style.
3. Apply a variety of strategies for managing conflict.

Summary:
A critical role for managers is the ability to manage conflicts between associates, with subordinates or peers. Managers need to be able to listen empathetically, ask the right questions, evaluate the people involved, and determine the right level of intervention and the best approaches to resolve conflict.

Context:
Conflict is a natural part of business and of life. The natural give and take between people is a healthy way to create “constructive discontent” and discover new approaches to challenges. Problems arise in the ways that you deal with these conflicts.

Using the right approaches, you can deal with conflicts in effective ways that resolve the issues while maintaining positive relationships. This starts with clearly understanding the issues and the personalities involved. In this module, you will explore win-win strategies to manage conflict in your organization. You will work with proven tools and methods that bring issues to the table, discuss them with objectivity, and find common ground.

Who Should Attend: Owners, Presidents, Senior Executives, C-Level

Course Instructor: Ed Eppley, Executive VP of Tyson Eppley Management
<<Register>>

Organize, Prioritize and Find Balance
Wednesday, March 2 / 8 a.m. - 11 a.m.

Outcomes:
1. Organize for results
2. Organize and prioritize using the Past-Present-Future Model
3. Organize our schedule, work and life
4. Assess the degree of balance in their life
5. Define areas where they could spend more time or less time
6. Plan to bring more balance to their life

Summary:
Solid skills in organizing and prioritizing are highly admired leadership traits. By strengthening these skills you strengthen your image within your organization, and, in particular, with the individuals you lead.

Work-Life balance is a hot topic of conversation among many employees. While you and you colleagues may discuss the topic, what are you doing to create your desired level of balance? What are your priorities? What are the critical factors in your life that you desire to balance? How do you create and implement an action plan that helps you achieve goals and develop a desired level of balance?

Context:
As leaders acquire more authority, organizing and prioritizing daily, weekly, and monthly responsibilities becomes progressively more demanding. Leaders are challenged by keeping track of obligations, following-up on projects, attending to details, determining current status, and future planning. In addition, they are responsible for monitoring the same issues regarding their team members.

In this module you take on the challenges that today’s leaders face in staying on top of highly detailed management responsibilities, constantly changing workplace situations, and ever- broadening scopes of control. You study a model for prioritizing tasks that are tied to yesterday’s events, today’s main concerns, and tomorrow’s preparation.

Most professionals aspire to live a balanced life. That is, you want to spend the appropriate amount of time in each area of your life. Yet, often you feel that your life is out of balance. It could be that the imbalance is due to a relatively temporary cause, such as an accident or injury, a workplace change, or a move. In other cases, feeling out of balance is more chronic. You feel that way day after day, month after month, even year after year. It is important to look at these issues and analyze the current level of energy and time that you are devoting to each area. This allows you to set yourself on a path that will result in a greater sense of balance in your life.

In this module, you examine the degree of balance that you feel in your life related to areas such as work, family, health, community, spirituality, social life, and finances. You assess your current level of satisfaction with the degree of energy and time that you are devoting to various areas of your life, and commit to actions that will bring your life further into appropriate balance.

Who Should Attend: Owners, Presidents, Senior Executives, C-Level

Course Instructor: Laura Nortz, Dale Carnegie Training of Ohio®
<<Register>>

Coaching for Performance Improvement
Wednesday, April 6 / 8 a.m. - 11 a.m. / CE Credits: 3.0

Outcomes:
1. Describe the Cycle of Growth and Change and how it relates to training
2. Apply the steps of the Coaching Process to improve performance in others
3. Identify additional approaches to develop people
4. Examine work environments and identify the current motivation levels
5. Identify motivation factors and tools to increase motivation among associates
6. Apply Human Relations Principles to build effective relationships and commitment levels
7. Accentuate the positive in specific, measurable terms

Summary:
Coaching is about providing support and advice to help an individual recognize ways in which they can improve their effectiveness and performance. Coaching has traditionally been employed to help a poor or struggling performer improve. Now it is recognized as a solid methodology for encouraging strong performers to grow and improve even faster. Effective leaders use coaching to provide direction, instruction, and training to help their team members grow skills and achieve objectives.

It’s often said that people join companies and leave managers. Poor leaders are often cited as the number one reason that people change companies. All managers can impact motivation by understanding the differences between maintenance and motivation, using tangible and intangible rewards, and focusing on appealing to a sense of belonging and importance.

Context:
Accountability starts with clearly defined performance objectives, and the leader measures individual and group contributions against that end, working diligently to close the gaps. Holding others accountable to their goals provides opportunities for growth, learning, and ongoing motivation.

The tools provided in this module close the gap between expected performance and actual results. After completing this session, you will coach for improved performance following a step-by-step process.

Leaders respect and value the difference in others. They accept that the only sustainable competitive advantage today is found in their human resources.

In this module, you will become familiar with the Dale Carnegie Human Relations Principles and a method for offering recognition and appreciation.

After completing this module, you will be able to apply the Human Relations Principles that build trust with others and identify opportunities to recognize and develop the human potential in your organization.

Who Should Attend: Owners, Presidents, Senior Executives, C-Level

Course Instructor: Laura Nortz, Dale Carnegie Training of Ohio®
<<Register>>

Delegation
Wednesday, May 4 / 8 a.m. - 11 a.m. / CE Credits: 3.0

Outcomes:
1. Delegate tasks and responsibilities to develop and train others
2. Plan and prepare for a delegation meeting
3. Communicate clear performance standards for follow-up and accountability
4. Understand the Empowerment Cycle

Summary:
Delegation (rather than dumping) can be used to develop people or to achieve specific organizational outcomes. Identifying who is ready for delegation and using a collaborative process clarifies the level of control needed to affix accountability.

Context:
Once decisions have been made by a group or individual, the next step is to determine, “Who will do what, when, and to what standard?” Delegation is the process of sharing responsibility for results. Leaders determine the ultimate objectives to be met and the resources available, yet they share and collaborate on the plan of action.

Who Should Attend: Owners, Presidents, Senior Executives, C-Level

Course Instructor: Lance Tyson, McGohan Brabender, VP of Sales
<<Register>>

SALES TRACK

Rapport: Becoming a Trusted Advisor
Wednesday, May 18 / 8 a.m. - 11 a.m. / CE Credits: 3.0

Outcomes:
1. Building trusting client relationships
2. Develop rapport with new accounts
3. Enhance rapport with existing accounts

Summary:
In this module, you will examine four phases of client trust and learn rapport development techniques with prospective and new clients. You will also review the ways to maintain and grow client rapport with ongoing account relationships and create a plan for sustaining client rapport in the future.

Context:
Building client rapport is like an investment in your sales future. Buyers are much more likely to buy from individuals who they believe they can trust, and with whom they have individual rapport. Rapport-building starts with your first contact with the prospective client. Actions that you take in the earliest stages of the selling process tell the customer a great deal about your temperament, organizational skills, and commitment to follow-through. With established accounts, you are always in an environment of change, so you need to be meeting new people in the decision-making process, establishing a wider range of contacts, and continuously strengthening the rapport that exists with your current contacts.

Who Should Attend: VP of Sales, VP of Sales & Marketing, Director of Sales, Sales GM

Course Instructor: Lance Tyson, McGohan Brabender, VP of Sales
<<Register>>

Negotiation: Bargaining and Agreement
Wednesday, June 15 / 8 AM - 11 AM / CE Credits: 3.0

Outcomes:
1. Determine negotiations actions, agendas and alternatives
2. Respond to common negotiation tactics
3. Implement strategies for effective negotiation planning and preparation

Summary:
Whether you like or dislike bargaining, it's a natural and integral part of any negotiation. Bargaining becomes easier when you have conducted effective research and analysis and presented alternatives and value that target the objectives of the other side. In this module, you will learn to identify ideal, realistic, and fallback positions for both parties, so you will know the scope of your negotiation points. You will analyze classic negotiations tactics to determine which tactics you could apply and how to respond to tactics from the other side. You will address four principles to manage your reactions, before taking the last steps to finalize a win-win agreement.

Context:
Some people love the bargaining phase of negotiations because of the thrill of the chase that creates an interesting give and take. Others love the excitement of competition, the challenge to get the best possible deal, the feeling of pitting skills and experience against the other party, or the recognition that comes with winning. Other people dislike bargaining. They don't enjoy the confrontation, competition, and feeling like they are losing. When you get to the final agreement in a negotiation, you want to both sides to feel that they got a fair deal and be willing do business together again.

Who Should Attend: VP of Sales, VP of Sales & Marketing, Director of Sales, Sales GM

Course Instructor: Ed Eppley, Executive VP of Tyson Eppley Management
<<Register>>

Bend the Trend - Cincinnati
Date: Monday, June 20, 2011 /8:30 a.m. - 10:00 a.m.

Although this concept is designed for fully-insured groups of 100 , the concept can be also be useful in lowering costs for self-funded groups.

Course Instructor: Mike Suttman, McGohan Brabender, President/Partner
<<Register>>

Coaching Salespeople
Wednesday, July 20 / 8:00 a.m. - 11:00 a.m.

Outcomes:
1. Apply the Cycle of Performance Improvement to developing a sales team
2. Apply the steps of the Adaptive Process to improve sales skills and performance
3. Give effective Behavior Based Feedback

Summary:
The focus of this module is to improve the skill level of a sales team. Most sales training focuses on product knowledge instead of improving performance in what salespeople actually say and do when they are in direct contact with customers and prospects.

Context:
One of the most rewarding aspects of being a sales manager is helping the people on your sales team achieve their visions and goals in life. To make this happen you need strong coaching and individual skill development abilities. In this module, you review ways that you can become a more effective coach, raising the performance of your entire sales team.

In this module, you address reasons for non-performance. You will practice a skill development process and a system for providing timely feedback that ensures future effort. These combine to provide a way for you to coach and develop your team to reach the objectives of all stakeholders – the salesperson, the sales manager, and the organization.

Who Should Attend: VP of Sales, VP of Sales & Marketing, Director of Sales, Sales GM

Course Instructor: Lance Tyson, McGohan Brabender, VP of Sales
<<Register>>

Commitment Strategies
Wednesday, August 17 / 8 a.m. - 11 a.m.

Outcomes:
1. Guide customers through the stages of commitment
2. Become a trusted advisor to clients
3. Manage commitments over a long selling cycle
4. Gain commitments in a competitive environment

Summary:
In this module, you will look at ways to gain commitment at each stage of the sales process, eventually leading to an order from the customer. You will examine techniques for maintaining customer interest over a long selling cycle and methods for gaining favorable client decisions in challenging economic times.

Context:
In today’s fast-paced, competitive sales environment, gaining commitments from clients is more challenging than ever. Sales cycles have lengthened as organizations take their time making decisions in a tough economic setting. Competitors offer greater and more varied incentives to customers in order to keep business out of our hands. To meet these selling obstacles, you will need to develop a strategic approach to closing the sale.

Who Should Attend: VP of Sales, VP of Sales & Marketing, Director of Sales, Sales GM

Course Instructor: Ed Eppley, Executive VP of Tyson Eppley Management
<<Register>>

OPERATIONS TRACK

Team Problem Solving and Decision Making
Wednesday, August 3 / 8 a.m. - 11 a.m. / CE Credits: 3.0

Outcomes:
1. Create a "Meetings of the Minds" by utilizing a "Green Light / Red Light" Model for team problem solving
2. Use the Interrelationship Digraph to identify root problems
3. Employ creative thinking to gain solutions
4. Make decisions to achieve highest levels of commitment

Summary:
Teams are expected to solve problems and make decisions, often without the best tools for the job. Effective tools include affinity charts to encourage green-light thinking, interrelationship digraphs to determine the drivers, creative thinking to address the critical factor, choosing the best decision-making method, and using a tree diagram method to clarify a series of specific action steps.

Context:
Teams are formed in organizations to solve problems. Typically, a good deal of effort is put into finding the right team members with the appropriate experience and knowledge needed to be able to address those problems. The challenge is finding the most productive way to bring together team members with diverse views and backgrounds, maximize their collective expertise, and arrive at decisions that the entire team supports.

Many ways exist to make the team process of problem solving and decision making easier and more interactive. This module is designed to provide teams with tools and methods for gathering and analyzing information where there is an opportunity to improve a situation or meet an organizational challenge.

Who Should Attend: VP of Operations, GM, Office Manager (Not intended for front-line supervisory or individual contributors)

Course Instructor: Ed Eppley, Executive VP of Tyson Eppley Management Managing Change
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Managing Change
Wednesday, September 7 / 8 a.m. - 11 a.m. / CE Credits: 3.0

Outcomes:
1. Analyze principles for participating in teams during change
2. Develop stronger team relationships
3. Practice a higher level of listening effectiveness
4. Integrate the Change Model into team interactions

Summary:
This module is designed to specifically address the importance of each person’s contributions to their team in staying positive and focused during change. Team change engagement includes understanding principles for participation, applying human relations tools, becoming a “listening team,” and applying a change model to implement new approaches.

In today’s workplace, you are expected to be a contributing team player, usually on several teams at once. Your ability to be seen as a contributing, valuable member of those teams could have a significant effect on achieving your career goals. Gaining a reputation as a valuable team member impacts your current work goals, your relationships at work, your opportunities for team leadership, and the degree of satisfaction and motivation you feel in your jobs. It also can impact the degree to which a team embraces change. Each individual can have a significant impact on the success of change implementation.

Who Should Attend: VP of Operations, GM, Office Manager (Not intended for front-line supervisory or individual contributors)

Course Instructor: Ed Eppley, Executive VP of Tyson Eppley Management
<<Register>>

Bringing Conflict Into the Open
Wednesday, October 5 / 8 a.m. - 11 a.m. / CE Credits: 3.0

Outcomes:
1. Identify sources of conflict
2. Establish opportunities from conflict situations
3. Get hidden conflict out in the open
4. Incorporate guidelines for keeping conflict situations productive
5. Move beyond conflict without harboring resentment

Summary:
Many organizations have challenges when conflict is avoided, where some people are unaware of issues, and when difficult topics are not brought out into the open. Conflict can be constructive when people understand the sources of conflict and the issues are clarified.

Context:
The word “constructively” is defined as serving to improve or advance; helpful. Experts in organizational development have found that conflict is one of the most powerful catalysts to change relationships, a team, or an organization.

The goal of this module is to provide the impetus to create a culture that fosters and sustains an open environment for conflict. In this environment, all who experience conflict feel comfortable and confident to raise it, knowing that it will be dealt with responsibly and respectfully.

Who Should Attend: VP of Operations, GM, Office Manager (Not intended for front-line supervisory or individual contributors)

Course Instructor: Lance Tyson, McGohan Brabender, VP of Sales
<<Register>>

Workplace Communication Across Generations
Wednesday, November 2 / 8 a.m. - 11 a.m. / CE Credits: 3.0

Outcomes:
1. Work with and communicate more effectively with diverse generations
2. Connect with and gain buy-in from different generations
3. Provide sincere recognition and appreciation that motivates each generation

Summary:
This module provides insights to help you honor, appreciate, and identify with different generations. As you learn to connect and communicate more effectively with one another, you can begin to view differences as healthy and see how they provide exciting opportunities to collaborate on innovative solutions.

Context:
Tom Boyle, Director of the Learning Technology Research Institute in the UK, coined the term NQ, or network quotient. This is the ability to form connections with others. According to Boyle, NQ is more important than IQ in business success today.

Insofar as today’s workforce may be comprised of as many as four generations working side-by-side, connecting with each other may present even more of a challenge. Each generation has their unique mindset, work style, and ways of communicating. Learning to work and communicate across generations has become vitally important to building a cohesive, productive, and successful team.

Who Should Attend: VP of Operations, GM, Office Manager (Not intended for front-line supervisory or individual contributors)

Course Instructor: Laura Nortz, Dale Carnegie Training of Ohio®
<<Register>>

COLUMBUS

Bend the Trend - Columbus
Date: Wednesday, June 29, 2011 /8:30 a.m. - 10:00 a.m.

Although this concept is designed for fully-insured groups of 100 , the concept can be also be useful in lowering costs for self-funded groups.

Course Instructor: Mike Suttman, McGohan Brabender, President/Partner
<<Register>>