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AlarmT > ALARMT Course Content

ALARMT Course Content

As you can see, this will be a very informative day.

The content in ALARMT™ is a “seven hour coming together” of over 300 personal development and leadership books, hundreds of leadership podcasts, blogs and hundreds of years of personal and mentor’s experience with thousands of employees.

Consider it pre-compiled for your leadership team.

Note: This list is driven by customer need, comments and new information I acquire in events, books, blogs or podcasts. It will be updated as needed.

Session 1

The success of an organization is not limited by the number of opportunities, it is limited by it's leadership.

Top Of The List-What are the traits of a good leader and do you have them? Relax. If you don't, you will have a better understanding of how to acheive them after ALARMT™.

Bad News - You can be the problem in your organization.

Good News - You can be the solution in your organization.

1. Why do we do what we do? a. Because we love what we do? b. Because we are good at what we do? c. Because we feel we are making a contribution? d. Because of the money? Are any of these missing? Are a,b and c missing? How effective are we as a leader when some of these are missing?

1a. Intro and transition from hourly to paid for results
2. Producing results with others.
3. Consequences of poor performance.
4. Semi-Success Story- What happens when a supervisor neglects addressing poor performance.
5. Benefits and responsibilities of a supervisor.
6. Honesty and integrity. You can work on an employees quality, quantity, safety and attendance but you can not instill honest and integrity into an employee.
7. Principles of management
8. Big Picture Thinking
9. Importance of confidentiality.
10. Pattern and trend spotting.
11. Listen! Yes, just listen. If your lips are moving, you are not learning! You can learn from others, especially the ones actually doing the job. Note: This is a late addition and is not included in the transcript but we all need to HEAR this every once in awhile. Better heard than read. gg

Session 2

1. Here's where you are, here's where I need you to be and here is what will occur if you are not successful.
2. Identify two highest and two lowest performers. Can I tell the difference on paper and what are you doing to narrow the gap?
3. Don't pretend to know more than you do. Overreact when the situation warrants. Have fun. Don't take it personally or home. People will work for you if they feel you are FOR them.
4. Handling under-performers.
5. Appreciation.
6. Seven Tests of Just Cause- The true "smell test".
7. Addressing performance problems. You snooze you lose. What a snooze button has to do with not handling personnel issues.
8. Importance of the probationary period. 20% of you employees will occupy 80% of your time.
9. Terminations. Not your fault, but it is your responsibility.
10. Employee personal problems. Absence, drugs and alcohol. You are NOT a counselor!!

Session 3

1. Examples of how to address performance issues. The "Future occurrences of this nature could lead to disciplinary action" discussion.
2. Take responsibility! The forbidden "My boss is making me do this, if it was up to me I wouldn't make you do this" statement and others. Note: This is sample audio track 5.
3. Sexual harassment and discrimination.
4. Relationships in the workplace. WTW. What's The Worse that can happen?
5. How to handle "I will tell you something but you can't tell where you heard it and if you say I told you I will call you a liar."
6. Leadership myths-Judgment calls-Courage and decisiveness.
7. Responsibility-Composure-Delegation Skills-The Young Leader
8. Bank account concept of leadership. MBWA (management by walking around) instead of MBLA (management by lurking around)-Find someone doing something RIGHT
9. Project management
10. Appreciation and socks in the drawer
11. You establish the culture
12. Working WITH your manager (Not FOR)

Session 4

1. Managing yourself-
2. Managing yourself cont.
3. Managing yourself cont. If you were a publicly traded stock, would you buy stock in you? If you wouldn't, how do you expect others to?
4. Managing yourself cont.
5. Managing yourself cont.
5a. MOML - Manager Of My Life - My Life Appraisal (Free To Attendees)
5b. The Daily Step™ Program. One step daily towards improvement. Forms and documents.
6. Managing outside your organization-Buy the roses (Employee Empowerment- Walking the Walk or just Talking the Talk) - Zappos Customer Service example- Texarkana Conference room example
7. Importance of documentation. If it isn't written, it didn't happen and NOTHING changes until something is written.
8. Absence Management - Out of sight but not out of mind. According to SHRM, the average cost of absence is 8.7% of payroll. What are you doing?
9. The value of diversity
10. Annual appraisals or performance reviews. NOT a disciplinary meeting and should NOT be a surprise. NEVER wait until an appraisal to address performance issues.
11. Reflection and vision
12. Ultimate success story-When a supervisor does their job.
13. Never lose sight that most employees are good, honest and productive.

Grievances, Arbitrations, Law-Suits, Discrimination Claims, EEOC Complaints, Sexual Harassment, Violence in the Workplace, Employee Complaints, Performance Problems, Power Struggles, Playing the Role of Mediator, Playing Politics, Long Hours and Other Positive Reasons I Pursued and Truly Enjoyed a Career in Human Resources That Taught Me Many Things I Wish I Had Known Earlier In My Life As A Supervisor.

NEVER use the words "just a" in front of any title you have in the company.

14. Wrap up. You CAN make a difference?

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There is something for even the seasoned manager but can you imagine the advantage to a new, ready to learn supervisor spending time with these topics early in their management career? No matter what your tenure or level in the organization, if you supervise people, we believe you WILL benefit from this material!

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