Failing organizations are usually over-managed and under-led.
-Warren G. Bennis
Leaders, who spend more time managing their employees than leading them are less likely to achieve the top performance they seek because they focus on controlling employees and their tasks to accomplish a goal.
• Define leadership and management
• Identify the hallmarks of action-based leadership
• Differentiate between supervisory and leadership tasks
• Describe an effective team leader
The course covers the following topics:- Agreement on Inclusive Working Conditions- Working environment and prevention- AbsenceAt the beginning of the course you can take a pre-test, where you get the opportunity to show your skills. If you pass the pre-test, you do not have to go through the entire course.
You’ve leveraged your education, professional experience, hard work, and business abilities to get to this point in your career. Now you’re responsible for leading a team in achieving your firm’s target goals and objectives. Did you know that there’s another skill that will be critical to your continued success and advancement? It’s called Emotional Intelligence (EQ), and it’s a big business topic these days.
• State the emotional intelligence model
• List the benefits of emotional intelligence
It is a law of nature, if you work with people, you’re going to have conflict. When people with different viewpoints, backgrounds, personalities, work ethics, and industry experience come together, discord and differences of opinion are inevitable. Wise leaders accept that conflict is a part of work, they anticipate it, and they have a plan to address it. Effective conflict resolution takes practice. You may want to ask an experienced colleague, your HR department, or your manager for suggestions on dealing with this issue. Just realize that while you can’t avoid conflict entirely, you can establish an environment and a process that minimize the damage conflict can cause.
If managed well, conflict can lead to innovation, stronger teams, and greater personal development—for you and your employees.
• Become aware of workplace conflicts
• Set a protocol to handle conflicts
In this lesson, we will study the first two steps of Goleman’s four components of emotional intelligence, self-awareness, and self-management. As per Goleman, self-awareness is the building block of all other competencies. Without recognizing what you are feeling, you cannot proceed to other competencies. It helps you to handle your emotions in order to avoid its interference in work and use these emotions to facilitate and recover from emotional distress. Self-management flows from self-awareness. It helps to understand situations from others’ perspective and to cultivate relationships.
• Manage yourself through self-awareness
• Establish self-control through self-management
As with many business practices, hiring techniques have been affected dramatically by the Internet. “Surprise” interview questions are now available on hiring websites, such as Glassdoor.com and Indeed.com. Candidates can practice their responses via video coaching until they are tweaked to perfection. And in the current job environment, the competition for great employees is strong. You have to move quickly and analyze swiftly to capture the best candidates for your organization.
This video discusses some pre-interview, interview, and post-interview guidelines that will help you design and develop a winning hiring process. We begin with what to do before you’ve even met your ideal candidate and progress all the way to planning for their successful post-hire on-boarding and retention.
• List the pre-interview tasks
• Prepare for the interview
• Identify the post-interview tasks
Your talent is your most important resource. Deploying it to implement different methods of coaching will not only help you to strengthen your team’s abilities, but also your own leadership skills. No matter where you are, no matter how many people you put together on a team, you will always experience the same phenomenon. Some team members will perform above expectations while others will perform at an average or standard level, and some will perform at substandard levels. Coaching is a performance process with lots of actions and steps. Let’s take a look at some of the ways to coach your team and how you can make the most of these opportunities.
• Identify how to coach the low performing employees
• Implement the techniques to coach the average performing employees
• Coach the high performing employees
• Meet the challenges of coaching remote employees
We know how important it is for us all to do what we can to ensure an effective transition for ourselves and our teams back to work. The landscape of the workplace has and will inevitably continue to change and today’s ‘new normal’ may not be tomorrow!
In this lesson, we will study social awareness and relationship management that fall under the heading of “Social Competence” in Bradberry and Greaves’ model of emotional intelligence. Social awareness is the ability to use empathy and active listening to understand others better. Leaders with strong social awareness are not only able to read their own emotions precisely but are also able to interpret others emotions accurately. Relationship management is using all of your EQ skills to establish solid relationships and manage your interactions with others.
• Define social awareness
• Build relationships with employees to enhance business outcomes
E-læringskurset gir deg en opplevelsesrik og praktisk opplæring i Excel 2013. En kombinasjon av videoer, teori, oppskrifter, oppgaver og tester gjør det enkelt å lære seg de nye verktøyene. E-læringskurset inneholder 52 opplæringsvideoer.
Kursinnhold
- Redigering
- Formler
- Formatering
- Funksjoner
- Diagram
- Lister og tabeller
- Flere regneark
- Utskrift
Who is this course for?All managers.Is previous experience required?You do not need prior knowledge or experience to complete this course and it is assumed that you are competent in your designated roleHow will this course benefit me?This course aims to provide managers with a guide on how to safely return their teams to the workplace How will this course benefit my company?By ensuring you have a guide on how to safely return their teams to the workplace What standards are referred to in this course?N/AIs there an assessment?Once you have completed the course, you will be asked a series of questions to check your knowledge and understanding. These are based on the learning objectives for the course and have a pass mark of 80%.
The impact of social media has dramatically changed the recruiting strategies. Evaluating and screening candidates for job openings also significantly changed. Today’s organizational hiring processes consist of software programs, technology, and behavioral science. Once applicants have responded to your company’s recruiting efforts via LinkedIn, corporate website, or other social platforms, what are the most efficient and cost-effective ways that hiring managers can decide to pursue suitable candidates? The answer lies in a variety of methods from old-fashioned reference checking, software programs that manage hiring efforts, pre-employment assessments, and so on. Let’s look at some of the ways you can use these tools to streamline your efforts and quickly identify the most qualified candidates for your organization.
• Review and shortlist candidates resume and use software applications to screen them
• Identify the need to check for reference and social media presence of candidates
• Conduct remote interviews for the first round of scanning
• Use assessments to gauge the candidates
Who is this course for?
Personnel requiring an awareness or understanding of psychosocial work environments.
Is previous experience required?
You do not need prior knowledge or experience to complete this course.
How will this course benefit me?
This course aims to provide an overview of what is meant by the psychosocial working environment.
How will this course benefit my company?
By ensuring you have an overview of psychosocial working environments.
What standards are referred to in this course?
This course does not refer to specific legislation or standards but is written according to industry best practice.
Is there an assessment?
Once you have completed the course, you will be asked a series of questions to check your knowledge and understanding. These are based on the learning objectives for the course and have a pass mark of 80%.
Very few leaders are born with the qualities required to inspire and lead others. Most leaders are built—through personal effort, lots of introspection, and assistance from mentors and other leaders. In this course, you’ll learn the six characteristics that set effective leaders apart. You’ll discover the differences between managing and leading, and when to do each. And you’ll find out how to create a plan that will help you move from simply managing results to setting vision and leading others.
• Differentiate between managing and leading
• Create leadership development action plan
"You build a great network by first offering your services to others, and by so doing, winning their interest. This is the foundation of building trust and creating a platform for them to invest in you in a reciprocal manner, such that it becomes a win-win situation.
-Oscar Bimpong
Organizations deal with both major and minor conflicts day-in and day-out. The important thing is one cannot ignore these conflicts as they can have a far-reaching negative effect on the teams involved. This may inevitably affect their day-to-day work and eventually the performance of the company. This course helps you reach consensus amongst employees by resolving workforce conflicts. It introduces strategies to create a win-win situation for all the stakeholders. It is important to gauge how the stakeholders feel before and after settling the conflict. You will learn about the four win-win conflict solution techniques that will help you maintain harmony in the work place.
• Communicate effectively to handle a conflict
• Establish boundaries to reduce workplace conflicts
• Use emotional intelligence to achieve better team performance
• Institute behavioral consequences for uncooperative employees
Time is more valuable than money. You can get more money, but you cannot get more time.
-JimRohn, an American entrepreneur, author, and motivational speaker
Meetings are necessary, but they become intolerable when they drag on and on, start late, or the discussion goes off the track. It’s annoying when you feel that your time has been hijacked—especially when other projects and responsibilities are in the pipeline. Poor time management is often the cause of this distress. Meetings would be more productive—and less irritating—if all activities started on time, ended on time, and stayed on the topic. As a leader, it is your responsibility to ensure that meetings are of benefit to the participants and satisfy the meeting objectives. Running a successful meeting can be boiled down to three things: be purposeful, be engaged, and be respectful of the attendees’ time.
• Explain the importance of adhering to meeting time
• Interpret the impact of delaying a meeting
• Respect others’ time
E-læringskurset gjør deg i stand til å komme raskt i gang med programmene i Office 2013. Her får du opplæring i bruk av Word 2013, Excel 2013, PowerPoint 2013 og Outlook 2013, samlet i ett og samme e-læringskurs. En kombinasjon av videoer, teori, oppskrifter, oppgaver og tester gjør det enkelt å lære seg de nye funksjonene. E-læringskurset inneholder 70 opplæringsvideoer.KursinnholdInnføring i Word 2013, Excel 2013, PowerPoint 2013, Outlook 2013.The course is only available in Norwegian.
Accountability is an individual’s acceptance of responsibility for the outcome of a job, project, or program. There are five steps that you can use to engineer accountability into both, your work processes and your employees to achieve performance goals.
• Define accountability
• Describe the five steps to accountability
• Apply the five steps of accountability
In today’s competitive world, businesses move faster and faster to stay ahead of the competition, develop new offerings, and keep up with client demands, employees need constant feedback, support, and direction in order to achieve those objectives. The era of the annual performance review is long gone, with managers now meeting with team members frequently to set goals, coach, provide training, and review performance. Performance dashboards that automate company-wide goals, metrics, customer feedback, and other performance-related data keep leaders and team members aware of their progress. Instead of looking backward, the new model for managing and motivating employee performance is fast-paced and feedback focused.
• State the best practices to improve the performance management process
• Explain the review model
E-læringskurset gir deg en opplevelsesrik og praktisk opplæring i regnearkprogrammet Excel 2016. En kombinasjon av videoer, teori, oppskrifter, oppgaver og tester gjør det enkelt å lære seg de nye funksjonene og verktøyene. E-læringskurset inneholder 59 opplæringsvideoer.
E-læringskurset er tilpasset Office 365.
Testene i e-læringskurset måler kunnskap før, under og etter opplæringen. Når ettertesten er bestått får du tilgang til et kursbevis i PDF-format som enkelt kan lagres eller skrives ut.
Innhold:
- Før du starter