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Professional Development Training Catalog

The Christina Eanes LLC team offers a number of courses for the professional development needs of your employees. These courses can range from three hours to a full-day in length, depending on your organization’s needs. They can be delivered in-person or via webinar for remote participants.

The Society for Human Resource Management (SHRM) defines diversity as “the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.” They break down diversity even further into two categories – visible diversity traits and invisible diversity traits. In discussions revolving around diversity, visible traits are often what is emphasized and include race, gender, physical abilities, age, and body type. Invisible diversity traits include things such as sexual orientation, religion, socio-economic status, education, and parental status among other things.

Inclusion, while closely related, is a separate concept from diversity. SHRM defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.
It is important to establish a clear understanding of how the concepts of diversity and inclusion differ, as many well-intentioned companies have made the former a priority while neglecting the latter, leading to disappointing outcomes that often undermine the totality of diversity and inclusion efforts.

This workshop focuses on inclusion and the appreciation of differences for the purpose of providing a high trust, fair and respectful workplace and the acceleration of collaboration in teams. A very practical approach is taken to the delivery of interactive sessions. These seminars will be delivered using a combination of high energy, participative exercises which are thought provoking but also identify actions for change.

Objectives

  1. Identify the key issues and trends around Diversity and Inclusion. 
  2. Understand how we interpret and understand difference.
  3. Explore key differences – personality, thinking patterns, national culture, expressed gender.
  4. Explore how we collaborate in diverse teams.
  5. Identify actions for overcoming unconscious bias and extending our ability to collaborate effectively.

The concept of coaching is ever-evolving and has an increasing interest in professional development. Coaching helps one get clear on their goals, discover new ways of thinking, reduce feelings of stress, and, ultimately, step into one’s potential. The Basics of Coaching workshop will teach participants how to help individuals get from where they are to where they want to be. Participants will learn how to help others identify their future aspirations, current challenges, any barriers they face and what actions they need to take to achieve your greatest success. Not only will participants learn how to coach others in this workshop, but through the practical application of the learning, they will have the opportunity to receive coaching themselves.

Objectives

  1. Define coaching.
  2. Understand the benefits of coaching.
  3. Understand how to prepare for productive coaching conversations.
  4. Develop and hone coaching skills and competence through practice and feedback.

Accountability in the workplace is something every manager wants to have, and every employee should strive to retain. Accountability has a clear link to higher work performance, and it also results in improved competency and commitment to work, increased employee morale, and work satisfaction. It’s also known to enhance creativity and innovation because there is a more significant investment in the future of the organization. This workshop will begin the foundation of making that investment.

Objectives

  1. Define what an accountability culture is.
  2. Understand the importance of an accountability culture.
  3.  Compare and contrast an accountability culture versus a culture without accountability.
  4. Implement strategies for developing a culture of accountability, to include holding your leadership accountable.
  5. Learn how to give useful feedback to support a culture of accountability.

Professionals with high emotional intelligence have shown to add more value to the bottom line of their organization than average staff. Learning to build successful relationships with colleagues and leadership can change the course of one’s career success. This course will teach the fundamentals of emotional intelligence and help attendees become more self-aware. Participants will gain the ability to perform better in their professional environment and personal lives.

Objectives

  1. Learn how emotions and thoughts influence behaviors.
  2. Explore the four-domain model of Emotional Intelligence (EI).
  3. Explore social awareness and relationship effectiveness.
  4. Manage defensiveness and develop collaborative intention.
  5. Increase confidence in managing conflict and emotional conversations.

Teams are essential to the modern organization, but most never reach their potential. Co-workers miscommunicate, and groups struggle to adapt to changes. When teams lack self-awareness about these challenges, performance suffers. This course helps participants understand the problems that hurt productivity and gives them tools for creating positive change. This course also guides one through creating the ground rules and structure needed to set their team up for success. Participants gain the skills to diagnose issues such as conflicts, groupthink, and lack of commitment in one’s team before they get out of control. The course offers frameworks to adjust team behaviors and get the best performance out of one’s people.

Objectives

  1. Understand the four stages of team development.
  2. Define the characteristics of a high performing team.
  3. Assess a team’s potential to be high performing.
  4. Create a framework to get the best performance out of your team.

Personal accountability is a crucial characteristic of high performers. Taking responsibility for solving problems, meeting deadlines, and communicating effectively are a few of the components of personal accountability. In this session, participants will learn how to further build personal accountability to include: how to evaluate for what one should be accountable; when one is passing the blame; and tips to make accountability a little easier when one finds it difficult.

Objectives

  1. Define personal accountability.
  2. Evaluate for what one should be accountable.
  3. Identify when one is passing blame on to others.
  4. Learn how to take ownership of problems and seek creative solutions.
  5. Develop strategies for building trust and strengthening workplace relationships through accountability.

Difficult people are typically working from the negative side of their personality, rather than from a conscious desire to be difficult. These people are often unaware of themselves and how they may affect others. They also do not realize how harmful their actions are to their career success. At work, we are faced with trying to work with others who may challenge our ability to get things done. There is an excellent value to be gained when one takes time to try to understand another’s viewpoint. By changing our attitude towards these difficult individuals, we improve outcomes. This workshop will empower participants with the ability to do just this.

Objectives

  1. Describe behaviors that are harmful to career success.
  2. Discover the motives behind those negative behaviors.
  3. Identify ways one can cope with and address negative behaviors.
  4. Assess whether one is difficult person.

Decision making is the act of choosing between two or more courses of actions. While it is a simple concept, effective decision making is not a simple process. This workshop will take participants through the effective decision-making process, providing a myriad of tools to help them make more reliable and effective decisions in both their professional and personal lives.

Objectives

  1. Identify possible blind spots and limitations to our problem solving and decision-making process.
  2. Understand the advantages of taking a systematic approach to problem-solving and decision making.
  3. Introduce a range of tools and techniques which can be applied at different stages of the problem solving and decision-making process.

Collaboration can create new opportunities for competitive advantage, open new markets, and broaden organizational capabilities. But, along with opportunity, it creates a new set of management challenges. This workshop equips employees with a deep understanding of the strategic purpose and value of partnerships and alliances. Participants will learn to analyze the when, why, and how of effective collaboration and gain concrete skills for managing partnerships.

Objectives

  1. Differentiate between alliance and partnership.
  2. Understand how alliances and partnerships form.
  3. Identify potential strategic alliances and partnerships.
  4. Learn four methods of collaboration.

Agility in individual leaders, teams, or organizations is imperative in today’s environment. To thrive in an agile environment, one must be able to think both critically and creatively, anticipate change before it happens, act quickly, and evaluate and learn from each time they adapt. This course will equip participants with the skills necessary to not only survive in an agile environment but to thrive in one.

Objectives

  1. Define personal agility.
  2. Assess one’s current level of agility.
  3. Understand how to maximize one’s ability to think critically and creatively.
  4. Develop methods for anticipating change before it happens.
  5. Implement a system for evaluating one’s agility.

Facilitation is an invaluable skill for any individual to have, whether they are facilitating a meeting or guiding participants through a workshop or other learning session. In this workshop, participants are introduced to both the art and science of facilitation, specifically as it relates to maximizing adult learning in a workshop environment.

Objectives

  1. Define the role of a facilitator as it pertains to the workshop environment.
  2. Understand how to prepare and deliver training in an engaging facilitative manner.
  3. Evaluate oneself and others on strengths and areas of improvement in facilitation skills.

The way one acts, feels, and thinks drives their thirst for knowledge and skills acquisition. By learning to turn every setback, into a step forward, one will take the skills and talents that are innate in them and turn them into career success. This workshop is designed to help participants discover their inner awesome and harvest it.

Objectives

  1. Define a growth mindset and compare it to a fixed mindset.
  2. Describe the actions successful people take.
  3. Identify “traps” that hinder success.
  4. Describe ways to turn failures into gains.

As humans, we impact and influence others daily. The question is: are we having the impact and influencing others in the way in which we intend? This workshop will cover the basics of influencing others to have the effect we intend – whether it is “managing up” with one’s manager, influencing a colleague, or impacting others in one’s personal life.

Objectives

  1. Learn how to read others to flex and adapt, enhancing connection.
  2. Define the principles of influence.
  3. Understand body language and other forms of non-verbal communication.
  4. Develop techniques to be an influential person.

The Innovation Incubator is a comprehensive course that covers all the topics one needs to understand to organize, present, propose, and implement their ideas. Participants will take an idea from being a possibility through to the process of presenting a polished proposal.

Objectives

  1. Learn what conditions create the optimum opportunity for creative ideas.
  2. Clearly define one’s idea.
  3. Organize the idea in a winning proposal.
  4. Develop ways to overcome potential resistance to the idea.

Providing excellent customer service lies at the heart of the mission of most organizations. What many companies fail to focus on, however, is that excellent internal customer service is the path to exception external customer services. Internal customer service is the service we provide our colleagues on our team and in other departments as well as our suppliers and anyone else with whom we work to get our jobs done. This course will provide participants with the tools to provide excellent internal customer service, thereby helping everyone achieve more in the business.

Objectives

  1. Define internal customer service.
  2. Develop strategies to increase customer satisfaction.
  3. Diffuse escalating situations through one’s word choice and actions.
  4. Follow the HELP process for customer interactions.

Some studies estimate that the average US worker will spend 40-55% of their time in meetings. Despite the many hours employees devote to sitting around a conference table, many people find their meetings are too long, unfocused, and an inefficient use of time. This meeting management course addresses those frustrations. Using a range of activities and exercises, the workshop offers participants best practices for preparing for meetings, running them, and following up after the fact.

Objectives

  1. Identify the components of a successful meeting.
  2. Develop a meeting structure to improve communication and results.
  3. Prepare “rules of engagement” to enhance the productivity of a meeting (both in-person and virtual).
  4. Outline a follow-up plan to gauge the effectiveness of the meeting.

Effective leadership starts from within. If one cannot manage themselves, they will undoubtedly fail at managing others effectively. This course will provide participants with an overview of how to be a successful leader – through measuring the impact one has on others to understanding how to lead effectively.

Objectives

  1. Define the knowledge, skills, and attitude necessary to lead effectively.
  2. Understand the importance of emotional intelligence to one’s success as a leader.
  3. Learn ways to adapt one’s behavior to have the intended impact on others.
  4. Understand the eight functions of leadership to effectively lead others in an agile environment.

Inspiring someone to be their best is no easy task. When employees have goals, they tend to be more motivated if they also receive feedback about their progress. Feedback may occur throughout the workday, in structured employee dialogues or completely informal settings. This workshop will give participants insight into how to handle performance management and help motivate staff effectively. Participants will gain the tools and resources to manage staff performance and boost team morale.

Objectives

  1. Describe the essential characteristics of useful performance appraisal.
  2. Explain the components of constructive feedback.
  3. Identify the manager’s role in employees’ Individual Development Plans (IDPs).
  4. Give examples of five beliefs that erode workplace motivation.

Giving and receiving feedback is a skill which develops over time. In this course, participants are introduced to a process they can use to improve their feedback skills and communicate with confidence. There is a scientific basis for many of one’s observations and intuitions about feedback—such as it is hard to give correctly, people do not like it, and more. These fears will be overcome as participants learn how to tackle these difficulties.

Objectives

  1. Understand the essentials and benefits of giving and receiving feedback.
  2. Identify and explore challenges when giving and receiving feedback and adopt appropriate strategies to overcome these.
  3. Explore various techniques and models for giving and receiving feedback.
  4. Practice the art of giving effective feedback.

Change is one of the only guaranteed aspects of working within an organization and something that everyone needs to learn how to manage. This workshop equips participants with a better understanding of change, why and how it occurs, and, finally, how to maximize one’s ability in handling the transition.

Objectives

  1. Understand the nature of change and its role.
  2. Understand the advantages of taking a systematic approach to managing change within teams and organization.
  3. Understand and recognize reactions to change and how to minimize resistance.

Self-awareness is considered the meta-skill of the 21st century. This learnable skill serves as the foundation for one’s success in many other skills: emotional intelligence, communication, influencing, and so on. This workshop defines self-awareness, demonstrates how perceptions are formed and helps participants utilize this knowledge to improve their interpersonal communication skills.

Objectives

  1. Define self-awareness.
  2. Learn how to further develop one’s self-awareness.
  3. Understand how perceptions form, their impact, and how to manage them.
  4. Utilize one’s knowledge of perception to improve interpersonal communication.

In this workshop, participants will learn to speak with authority and credibility, prepare for questions even before they know what they are going to be, and learn to use body language to enhance their message. Speaking under pressure and thinking on one’s feet describe someone’s ability to quickly organize thoughts and convey them effectively. This workshop is designed to help one successfully present their ideas while under pressure.

Objectives

  1. Acquire strategies for handling nervousness.
  2. Understand how to build rapport with an audience.
  3. Learn to deliver messages with poise and ease.
  4. Recognize how to anticipate and prepare for questions.

Procrastination and poor time management lead to missed deadlines, poor performance reviews, and stressed-out individuals, team members, and managers. This interactive and hands-on session introduces the reasons we procrastinate; provides several ways to overcome procrastination; and finally, introduces strategies for ensuring one plans their time effectively. Participants leave this session feeling more in control of their day and empowered to meet their deadlines.

Objectives

  1. Define procrastination.
  2. Understand the cost of procrastination and why we still do it.
  3. Identify strategies for overcoming procrastination.
  4. Understand how to use the Priority Matrix.
  5.  Gain awareness of time thieves.

New team leader success and effectiveness is based on the ability to guide the work of others rather than be an individual contributor. Team leaders are responsible for setting directions, facilitating relationships, utilizing competencies of team members, and driving business results. This course offers participants the framework and the tools to help them succeed in this new role.

Objectives

  1. Define the role of the team leader.
  2. Establish your team leader brand.
  3. Create and foster productive working relationships.
  4. Identify and utilize the competencies of individual team members.
  5. Establish how to set individual goals to enhance business results.
  6. Create a vision for the next 100 days.

Stress can be a good thing – it keeps one focused, motivated, and ready to tackle the next challenge; until it becomes too much or chronic. Surprisingly, our perception of stress is what can make it our own worst enemy. In this class, we will explore stress and how to better manage it through healthy living and thinking. Participants will be able to assess their current levels of stress, recognize their most sensitive stress points, and learn many strategies for ensuring they are taking care of their mind and body so that they can have the energy not only to meet daily demands but also to enjoy life.

Objectives

  1. Define stress and its role in our lives.
  2. Understand the importance of our perception of stress.
  3. Identify strategies for reducing unwanted stress.
  4. Understand work/life balance.
  5. Implement strategies for creating harmony in the work environment.

What you can expect from Christina Eanes and Team:

  • Prompt, professional replies to your phone calls and email messages.
  • A personal phone or in-person consultation so we can better understand your needs and how we can best serve your organization.
  • A video to promote the development program – engaging participants before they even arrive at the workshop.
  • A professionally prepared, dynamically delivered program that focuses on achieving the outcomes you want for your organization. Christina or a highly qualified fellow team member will engage the participants to maximize their learning.
  • Additional resources to continue the learning to include videos, podcasts, and/or coaching/conversations to maximize your return on investment.

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