for HR managers, consultants,
corporate trainers, librarian,
w it h
colleagues and frie nds”
Your Business Partner to Improve Staff Performance and Productivity
s Audio s Books s Assessment s“Do-it-yourself” workshops
s Software s Games s Posters s Video Pg 36
Ready-to-use sexual harassment Add a worldwide business perspective to your New from the authors of our best-selling
50 Activities for awareness and prevention programs leadership and executive development programs! Train-the-Trainer Workshop
Intelligence Global Competence Skills for Internal
Adele B. Lynn Preventing Sexual 50 Training Activities for Succeeding Consultants Workshop
Emotional Intelligence explains why, Harassment in the in International Business Penny L. Ittner, Donald G. Roberts & Alex
despite equal intellectual capacity,
training, or experience, some people
Workplace Jonamay Lambert, Selma Myers & George Simons F. Douds
excel while others of the same Professional Resources, Inc. Today most executives and managers need In the past, staff members operated
caliber lag behind. Certain competencies are found repeatedly in high to have an international business and as experts and advisers, telling
performers at all levels, from customer service representatives to Promote a harassment-free cross-cultural perspective. Global organizational leaders what they
CEOs. As trainers we must find ways to build these talents labeled work environment and equip Competence includes 50 training activities should and should not do in running
EQ (emotional intelligence quotient). The 50 reproducible activities your employees with the skills to effectively deal with incidents and self-development exercises to prepare your personnel for their organizations. Today’s fast-moving, competitive environment
in this resource book focus on developing the following set of talents: of sexual harassment. This timely new workshop outlines the international assignments, and develop better understanding of requires staff members to assume a different role, that of an
self-awareness and control, empathy, social expertness, personal responsibility of today’s managers and supervisors in respect cross-cultural communication. Compiled by a team of experts from internal consultant who partners with clients to help them
influence, and mastery of vision. to the issue of sexual harassment. Using case studies, group around the world, these ready-to-use activities have been tested and achieve organizational goals. This workshop provides
discussion, and participant audits, the workshop provides an refined for a wide variety of international businesses and fundamental consulting skills to enable people to function
Selected Contents atmosphere of trust and safety which allows participants to organizations. They are ideal for both preparing people to work, effectively as internal consultants.
communicate openly. market, negotiate, and otherwise do business with people in Asia,
Emotional Intelligence — What Is It? Action / Reaction
A Coach’s / Trainer’s Guide to Helping Visions Apply to People Too
This workshop addresses a wide range of issues such as Latin America, and Europe and to prepare foreign nationals for You will be able to:
personal responsibility and proactive strategies. It explores working in the U.S.
Leaders Improve EQ • Use systematic consulting processes in performing as an
Advice from the Pros the causes and consequences of sexual harassment on the
How to Use This Guide
Steps for Growth individual and the organization. Participants are provided with Selected Contents
Guide to the 50 EQ Activities the legal definition of sexual harassment and are given advice • Build client credibility and maintain a strong client relationship
More Reflections Foreward Conducting the intercultural
on how to personally deal with an incident. throughout the consulting process
Suggested Training Formats meeting
Introduction—How to use
this book Networking across cultures Contents
See differences and similarities Describe and draw • General Consulting Concepts
Challenge assumptions and biases that might Working with unfamiliar
Managing time across cultures • Contracting with the Client
• Collecting and Analyzing Data
otherwise go unexamined Who am I? Who are you?
• Feeding Back Organizational Data
50 Activities for Response to difference scale
Values and behavior patterns
• Implementing Change
Diversity Training Cultural awareness through
Life in another language
Interpreting: Your turn
• Evaluating Consulting Projects
self-reflection • Ending/Extending Consultant Contracts
Jonamay Lambert & Selma Myers The Questions of Building with differences
How do you trust?
The 50 activities in this
resource book have been Diversity: Mixed messages
My most frustrating culture clash
tested with hundreds of Reproducible Assessment Expatriate role analysis
The transcultural communicator
participants to ensure that they are appropriate and effective for
a variety of diversity training needs. Employees at all levels will Tools for Organizations The cross-cultural forum Card Games for
be stimulated by interactively learning about cultural and and Individuals Developing Teams
gender differences, and mastering new skills for communicating
Dr. George F. Simons &
more effectively in our diverse workplaces. Each activity is
ready to use and includes trainer’s notes and all necessary Dr. Bob Abramms Adult Learning Gayle Stuebe & Susan El-Shamy
handouts and overhead transparency masters. The Questions of Diversity is a collection of tools that have Principles Workshop This versatile team development tool
consists of a series of games for
been found useful for exploring an organization’s willingness Sharon G. Fisher developing team effectiveness.
Training Objectives Training Methods and ability to function effectively in a multicultural The playing cards represent behavioral characteristics of effective
Effective trainers need to recognize and
• Illustrate how cultural • Icebreakers environment. Organizations committed to diversity issues accommodate the different learning styles of teams and are designed to stimulate thinking and discussion.
differences may impact cannot afford to be without this valuable collection of tools. the adults they teach. This newly revised
behavior • Role-plays The cards are divided into four sections of thirteen cards each.
• Participative exercises The Questions of Diversity assessement provides some edition of our classic adult learning Each section covers an essential area of team development and is
• Increase awareness of important questions, whose answers you will evaluate in line workshop includes updated exercises and
the impact of culture in indicated on each card by an icon in the upper right-hand corner.
• Mini case studies with your own organization’s goals and objectives. new material on knowledge retention and other topics vital to the
the workplace The four areas of team development are: unity, communication,
• Demonstrate skills for Time Guidelines It includes fully reproducible instruments to help you
success of today’s trainers. All lessons are presented in an support, and performance.
easy-to-implement train-the-trainer format.
managing a culturally Activities take between 15 implement diversity efforts in your organization. All of the Card Games for Developing Teams includes discussion games,
diverse workforce and 45 minutes to complete. instruments are also included on diskette for easy Workshop Includes card sorting and assessment games, acting and artistic games,
• Address issues of customization. as well as games involving the implementation of behaviors for
• Complete lesson plans and notes for the instructor
gender in the workplace team effectiveness. A learning objective is given for each game and
• Handouts activity along with a short summary and the approximate time
• Overhead transparency masters needed. The simplest and most effective way to use the cards is for
• Assessments and worksheets for participants group discussion games and activities.
• 1 Participant Coursebook
A completely revised and updated edition of a If you’re not evaluating training, you’re missing Gauge Personal Creativity in Your Organization! Looking for a new way to view, filter, and
training classic the best opportunity to make training count mentally frame what you see in the world?
Systems Thinking is it!
The Training Needs Evaluating Training
Analysis Toolkit A resource for measuring the
Personal Creativity The Complete
Sharon Bartram & Brenda Gibson results and impact of training Guide to Systems
Make your training count! Whether you
on people, departments, and Assessment Thinking & Learning
are a seasoned or inexperienced organizations Alexander Hiam
training professional, making your Stephen G. Haines
Sharon Bartram & Brenda Gibson Are you creative? You
training count is the number one way to The Complete Guide to Systems
Training is the catalyst for change in probably are, everyone is
influence the future success of your Thinking and Learning uses the
organization. The way to do this is to how people do things. Evaluating the capable of creative thinking at
The Systems Thinking Approach™ to
match all training directly to the needs of training is the means by which change some level. However, it is
guide transformation change in our
the organization and the people in it. is activated. Evaluation is often revealing to look closely at
personal lives and organizations. Systems Thinking was first
This unique manual will show you how to do just that! Use this Toolkit neglected or done piecemeal. Evaluating Training will bring a fresh the barriers and enablers of
popularized in 1990 by Peter Senge with his best-selling book,
as a resource for analyzing training needs, selecting training perspective to what you already do to evaluate training and help creativity and to see which ones relate to you. By doing this you can The Fifth Discipline. Unlike Analytical Thinking where the parts are
strategies, and developing training plans to meet the identified needs. make evaluation easier so that it is not neglected. not only gauge how creative your workplace behavior is right now, but primary and the whole is secondary, in Systems Thinking, the
The more you train and the more you evaluate training, the more you can also identify how to make it more creative. whole is primary and the parts are secondary.
This all new second edition contains 22 reproducible instruments and
surveys for gathering information at all levels of your organization. likely you are to create an environment where learning is a natural The Personal Creativity Assessment (PCA) allows an individual to The Complete Guide to Systems Thinking and Learning explains
It includes proven techniques for transforming your data into realistic part of the daily routine. Evaluating Training offers practical, yet quickly determine how they measure up in the realm of creativity. how to use simple concepts and specific tools to move you from
training strategies and solutions. All of the instruments and surveys creative ways to measure results and the impact of training. It will The 62-item assessment correlates to 31 creativity barriers and 31 theory to practice and from chaos and complexity to elegant
are also provided on diskette so you can edit them to reflect help you take stock of all the stages in your training and, by using creativity enablers. The PCA also provides useful instructions on how simplicity. This book will enable you to make the shift from seeing
company-specific information, goals, and objectives. the instruments, activate the changes you want your training to to either overcome or enhance barriers and enablers. Presented in a elements, structures, and functions to seeing the process,
achieve. nonthreatening format, the PCA is an excellent activity to conduct in a interrelationships, and outcomes.
With this Toolkit you will be able to: Evaluating training is more than just a good idea; it is a vital part of workshop or group setting where creativity is an issue.
• Provide focus and direction to your training investment the training process. Planning for evaluation while in the early stages
The Leader’s Guide, Creativity by Design, provides a complete
of program development will provide stimulation and focus for you and
• Identify top-priority training needs and learn techniques for
meeting them ensure that the program will accomplish what you want it to.
explanation of the rationale behind the PCA, as well as detailed
instructions for conducting the assessment. The Leader’s Guide also
• Systematically plan for training includes step-by-step guidance for integrating the PCA into a training Questionnaire
• Explore a variety of ways to gather information at all levels of program. The Manager’s Pocket Guide to Creativity, by Alexander
an organization How can you make learning as accessible and Hiam, is also available as a handout for participants.
• Transform information into realistic training strategies and plans easy-to-use as many of the everyday tools we Based on the research of some of
• Measure your training department’s return on investment the leading experts in the field,
• Quantify the contribution training makes to overall use? Find out how with this timely new book! A completely revised and updated version of the The Learning Style Questionnaire
organizational growth and success measures a participant’s preferred
all-time best-selling Train-the-Trainer Workshop method of learning in four different
learning styles: participating,
Mind-opening activities to promote problem Over 10,000 copies sold! reflecting, structuring, and experimenting. Each of the twenty
questions asked in the questionnaire has four possible answers.
solving and decision-making skills On-Demand Learning: Each of the answers represents one of four possible learning
Training in the New Millennium
Train-the-Trainer styles. By ranking the four possible answers according to their
Quick Wits Workshop degree of preference, participants identify their preferred learning
Darin E. Hartley, M.Ed. style. This also represents the particular stage (or stages) of the
A Compendium of Critical Penny L. Ittner & Alex F. Douds experiential learning cycle in which they prefer to operate.
On-Demand Learning is learning
Thinking Skills available and accessible to the This proven workshop is for the An understanding of the different learning styles helps
Dr. Marlene Caroselli end-user… now. Not in six weeks on a nonprofessional trainer who must participants select the approach for specific learning situations
wait list… Not in a scheduled class starting next month on Mondays, develop and conduct training sessions that will yield the best results. With quick and easy administration
Quick Wits is the ultimate Wednesdays, and Fridays… Not with a particular instructor or on occasion. As jobs change and re-training is needed at an (under 45 minutes), The Learning Style Questionnaire is an
wit-sharpening book! This compendium professor at a predetermined time. It is now. increasing rate, more and more managers and team leaders are being essential resource for trainers and managers involved in adult
of activities will add real value to your called upon to do training that was formerly done by experienced learning.
The e-society we live in today heightens the life-long learner’s need
training by taking critical thinking skills trainers. This workshop provides even the most inexperienced staff
for instant gratification. One can do nearly anything on the web, or The Leader’s Guide includes a diskette with 15 transparency
out of the box and into the workplace. Learners will sharpen their members with a solid foundation of the basic skills needed to be an
over the phone, or with a fax in a self-service fashion when needed. masters. Users can present a PowerPoint slide show by using
critical thinking skills and develop thought processes that are effective trainer.
This insatiable desire for on-demand and self-service now will the disk.
creative, accurate, and assumption-free. Each activity illustrates
transcend into the learning arena.
how the cognitive principle can be taken back to the workplace and ICIPATING
Revised Edition Includes
put into practice. The activities cover a wide range of skills and Managers and professionals in the learning industry can either get What’s Your Learning Style? 60
promote discovery on both the individual and team levels. prepared for this and take proactive steps to change the old • Completely new chapter on evaluating training 40
Comprehensive trainer’s notes detail the concepts and outline learning model… or lag behind and try to catch up to the learning • An inventory to assess participants’ learning styles 80 60 40 20 20 40 60 80
the procedures for successfully reaching the training objectives. innovators in the coming millennium. • 62 additional overhead transparency masters
Participants will walk away from the training armed with new skills 40
and processes for critically viewing workplace issues that demand • Updated case studies 60
appropriate and decisive action. STRU
Learn how to build and use effective Training House
flip charts! Assessment Kit
25 Reproducible Assessment
Flip Chart Magic Exercises, Self-Inventories,
Dave Arch & Ivar Torgrimson with an Tests, and Survey Instruments
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Flip Chart Magic takes you simulations set in America’s most
What makes top-performing managers
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effective flip charts in training Take participants on an unforgettable breathtaking video tour of the sites within This crisis management simulation, set on
sessions. Divided into three The majority of American managers and supervisors work for firms learning adventure! Set in the Grand the Grand Canyon where the simulations the Colorado River, gives groups practice in
sections with color coded pages with fewer than 100 employees—firms that lack the resources to Canyon, these stimulating new group take place. It will motivate and focus building consensus and action planning.
(Need to Know / Nice to Know / offer management-development programs. This collection of activities provide an adventurous backdrop participants on the activities, and ensure 1–2 hours.
Where to Find), the book self-assessment exercises was created to fill that gap and provide for enthusiastic participant involvement and high-impact learning.
comes with its own set of flip chart markers so that you can every manager and supervisor with professional-development memorable skill building in creativity, Use Grand Canyon Adventures
immediately begin applying the concepts and principles materials designed for high performance. collaboration, and group consensus. for active learning in:
presented. Flip Chart Magic is literally “A Seminar in a Book!” Over 100,000 participants have successfully used these materials Hiking Out of Lava Falls
• Creativity and Problem Solving
The front half of the book is a more basic course and the back in Training House programs, but the secret to the long-term More than the usual consensus- A Creative Problem-Solving
half of the book is a more advanced course on the subject of • Collaboration
effective flip chart use. Flip Chart Magic also contains a
effectiveness of these materials is they are based on the belief that building activities Adventure
before you can build on your strengths, you must first identify what • Teamwork
“Bonus Section” with seventeen transparency masters for they are and how they relate to job effectiveness. Each self- The creative design of the participant This activity, based on an actual event and
combining the overhead projector with the flip chart to increase scenario booklets gives these learning set on canyon trails, gives team members • Leadership
assessment is accompanied by information explaining how the
its effectiveness even more! Includes a Mr. Sketch® Scented scores should be interpreted, thus giving you the information you activities a distinct advantage over other practice in using a proven problem-solving • Conflict Resolution
Marker four-pack, with markers in red, green, blue, and yellow. need to set realistic goals for yourself and to then achieve them. consensus-building simulations by model to accomplish their survival mission. • Consultation
supporting participants throughout the 1–2 hours.
Training House believes that management begins and ends with activity with helpful techniques and key
measurement—measurement of needs, of goals and resources, learning points. Complete Package
All materials are included in electronic
and of timetables. And that you can’t manage what you have not
first assessed. Three related activities provide new Up Deer Creek
without a Boatman Includes:
format for easy customization and printing training flexibility
Selected Contents • 10 copies of Hiking Out of Lava Falls
The Grand Canyon Adventures package Collaboration simulation
• Proficiency Assessment Report includes three interrelated activities on
Training Clips • Managerial/Supervisory Pre-training Planning problem solving, collaboration, and
Designed for two leaders or two teams, this
exercise provides experience in working
• 10 copies of Up Deer Creek
150 Short Handouts, • Management Style Inventory consensus decision making, which makes together and resolving conflict. Participants
• 10 copies of Overboard in the
the program extremely flexible. Use all three will assess their own effectiveness based on
Discussion Starters, • Process Skills for Facilitators activities with your entire team, or split up three measures of collaboration. 1–2 hours. Roaring River simulation
and Checklists • Survey of Attitudes Toward Work your group to focus on individualized skill • Scenic 18-minute full color video,
• Personal Development Options development with a single activity. The River Song
Mike Lynch & Harvey Lifton
With Training Clips, you’ll find
• Self-Awareness Profile Inspiring video gets Overboard in • Comprehensive Leader’s Guide which
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suggestions, instructions for leading
training tidbits from this one- • Personal Inventory of Needs
of-a-kind manual every day— • Job Satisfaction and Dissatisfaction
Start your session with The River Song, an The Confluence of Crisis and adventure simulations, and valuable
18-minute video which sets the scene for tips on involving and motivating
for all your training needs. It the simulations. It is an all-original, Management
is an ideal source of short articles and informative job aids to participants.
support training classes, include in company newsletters, and
incorporate in self-study materials. Training Clips is a
timesaving resource book that contains 150 reproducible, Team Workout:
insightful short pieces on a wide range of management issues
and training topics including: change management, coaching,
50 Interactive Creative Training Techniques Handbook
benchmarking, creativity, employee development, ethics, Activities Tips, Tactics, and How-To’s for Delivering Effective Training
leadership, employee morale, interviewing, and more than
Two of the world’s leading team
20 additional topics!
building facilitators bring you their Second Edition
A CD-ROM with all the Training Clips in electronic format best icebreakers, assessments, Robert W. Pike
accompanies the book. This gives you the added flexibility to games, and exercises in a user
copy clips to your PC for printing, and even allows you to friendly format. Team Workout is for This complete collection of training tips, tactics, and how-to’s will show you the eight steps to proper presentation
distribute clips via internal e-mail! facilitators, team leaders, trainers, preparation, how to customize training to your audience, and how to keep learners motivated both during and after
and managers who want all the necessary materials and a step-by- the training session. This second edition includes a comprehensive resource guide, activity sheets, transparencies,
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development. It’s all here…the goals, time required, room set-up, “Creative Training Techniques are powerful tools that provide dramatic breakthroughs in training for the new and
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Enjoy a 5% discount on any single purchase of There are even debriefing questions to facilitate the transfer of immediately applicable, with guaranteed results.”
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Coaching skills for managers and team leaders
Assessments from Training House
Each exercise includes instructions for self-scoring and interpreting the results.
Coaching Workshop 50 Activities for
Thomas G. Crane
Transformational Coaching represents a new paradigm for
leaders, managers, and supervisors, as well as the culture of Donna Berry, Charles Cadwell & Joe Fehrmann
work. Transformational Coaching is not a “top-down” coaching These activities provide stimulating exercises, realistic case studies,
process in which a boss tells a subordinate what is wrong and and creative role-plays that will enable your managers and
what to do to fix it. Instead, leaders using the Transformational supervisors to sharpen their skills in several key coaching roles—
Coaching process build trusting relationships with the people as team leader, facilitator, counselor, and director.
they lead or supervise. They use dialogue and listening skills
to determine, jointly with their subordinates, the next step to Each fully reproducible activity is organized in a user-friendly format
take. As part of the new paradigm, a “feedback-rich” culture is with detailed trainer’s notes, clear objectives, and suggested Assessment of Personal Style Assessment Communication
variations for customizing the activity to meet your group’s needs.
created. This new culture sets the stage for interaction in which
all members of the team simultaneously act as players and
Competencies for Jung-Parry Form Response Style
coaches to one another. This creates egalitarian, high-trust
relationships, levels the playing field, and makes everyone’s • 34 activities take 1 hour or less
Instructor Development This assessment is based on four This assessment identifies a person’s
relative strength in each of four response
behavior patterns or “psychological types”
feedback important and worthwhile. Gain insight into your ability to arrange identified by Carl Jung. Using these four modes—critical, advising, empathic, and
• 6 activities take between 1 and 2 hours learning experiences and deliver behavior patterns, Sensor, Intuitor, searching. A series of statements that
instructions effectively. The competencies
Complete Workshop includes: focus on factors that make for a good
Thinker, and Feeler, you will learn the someone at work might make are
relative strength of each. The Personal presented. Beside each are four
Fully reproducible Participant Workbook, Leader’s Guide, and instructor—the ability to analyze a
one copy of The Heart of Coaching (see below). Flex Style Negotiating learner’s needs, set the learning contract,
Style Assessment measures the style of
communication and personality, and
responses. For each of the statements
you have 3 points to assign, giving them
instruct both inductively and deductively,
Alexander Watson Hiam describes the implications and to one or more of the four responses,
and the ability to stay learner-centered consequences of each. selecting the response(s) that you would
Flex Style Negotiating is a 360-degree rather than becoming information- be most likely to make.
assessment-based performance centered.
improvement program for all
professionals who rely on effective
negotiation skills. It profiles participants’
Coaching for Results preferred negotiation styles and defines Personal Style Assessment What Do You Say? Survey of
A Skills-Based Workshop legitimate versus illegitimate behaviors.
Short Version By selecting the responses that indicate
how you are most likely to reply in 12
Flex Style Negotiating uses a situational
Donna Berry, Charles Cadwell & model to explain the negotiation
This assessment deals with the concept of different situations, you will gain insight This assessment measures employee
Joe Fehrmann process. Participants are taught to diagnose negotiation situations
styleflexing. One premise that underlies into your style of influencing others. attitude on factors such as clarity of goals,
the value of learning about communication Your raw scores on the response styles advancement, working relationships, and
This comprehensive new training and adapt their behavior to maximize the likelihood of a successful
styles is that by determining the primary are then tied to parent, adult, and child management credibility. The resulting bar
program takes the approach that outcome. Not only does the program define the behaviors that make
style of any party we’re talking with, patterns of communication and the graph identifies areas of strength and
coaching is a series of skills to be up the participant’s style, it suggests alternative behaviors the
we can then communicate with them in “paradigm shift” that is occurring in weakness and thus helps managers to
mastered. The 12 skill modules can be facilitated individually or negotiator can use in order to “flex his or her style” more readily and
their own style and be that much more organizations committed to empowerment generate a focused action plan with
grouped in a flexible one day or two and a half day workshop. in more situations.
likely to be understood and accepted. and Total Quality Management. measurable results.
The Flex Style Negotiating program consists of two Behavioral Style This is styleflexing.
Participants will: Assessments (Self and Other), a Situational Negotiation Strategy
• Get valuable feedback on their coaching strengths and Selector job aid, a Participant’s Workbook, and an Instructor’s
weaknesses by using the Coaching Skills Assessment Manual.
• Learn to apply a useful four-step model—get agreement, The Instructor’s Manual explores topics such as personal
seek solution, follow up, and give recognition
• Master 12 coaching competencies including goal setting,
approaches to conflict, different styles of negotiation, and advanced
techniques for competition and collaboration. It contains experiential An Overview of On-Line Learning
delegation, giving feedback, mentoring, and more! activities for exploring conflict and creativity, role plays for Saul Carliner Contribution by Gloria Gery
negotiation leadership and anger, and, overall, represents a solid
Coaching for Results Complete pack Includes game plan for developing flexible negotiation skills. Does on-line learning confuse you? If you’re like most people in the training field, including those who have
• Leader’s Guide (300 pages) already worked with on-line learning, it probably does. In An Overview of On-Line Learning the author clears away
• Participant Workbook The Complete Flex Style Negotiating package includes the confusion by defining basic terms and concepts, and demonstrating how they relate to one another.
• 36-Question Coaching Skills Assessment Instrument • One instructor manual Produced in association with Lakewood Publications, a leading provider of on-line information and resources in
• Lesson plans and 50 transparency masters • One participant book the training community, this title is an excellent resource for people with an education or training background who
have little experience with on-line learning. People with other backgrounds who will play a role in on-line learning,
• Handouts for experiential skill-building activities • One assessment set (1 self and a set of 3 others) or on-line learning professionals who want an intellectual framework for the complexities of on-line learning will
also find it beneficial.
Valid behavioral style Use INSIGHT for Twenty Reproducible Understand how personality characteristics
feedback for • Team Building
Assessment Instruments affect workplace preferences and productivity
• Conflict and Stress Management
your leaders and teams for the New Work Culture
• Leadership Training
• Interpersonal Skills, Sales, and Customer Service Philip R. Harris, Ph.D.
INSIGHT Inventory • Negotiation Skills Training AdvantageTM
These assessments will help employees
Understanding Yourself Have you used Myers-Briggs in the past and are looking for
® increase performance and experience Questionnaire
and Others something easier to use? Have you used the DISC or one of the
personal growth. They provide today’s The Personality Advantage
high-performance leader with the tools Questionnaire is a new and
Consultants and trainers have quadrant systems and want something valid that doesn’t label
to increase self-awareness and discussion on how to improve all exciting way for employees to
come to appreciate the INSIGHT participants with a letter or a technical acronym? If so, take our
levels of an organization. learn about themselves and
Inventory’s ease of use combined free INSIGHT offer.
gain an understanding of the
with practical skill development. This collection of reproducible assessment way others see them. The PAQ is designed to identify personality
Unlike other instruments that require lengthy, expensive certification,
or that apply classifications that stereotype users, INSIGHT’s Email us for a FREE information brochure instruments will: strengths, and set those strengths in a work context.
common sense format provides a balanced view of behavior. • Stimulate participants’ thinking and awareness about
Self-scored within 15 minutes, INSIGHT moves quickly from
about INSIGHT Inventory themselves and others Why use the Personality Advantage Questionnaire?
developing a profile to applying the learning. Participants develop • Provide objective feedback about behavior and performance Each of us responds differently to different working environments,
important behavior skills, including how to flex their style to manage and each of us functions best in an environment that matches our
conflict and facilitate team work. The instrument’s clarity and its The complete pack includes • Serve as a basis for discussion and learning, as well as for
personal and organizational development personality characteristics. The PAQ examines work preferences in
uncomplicated format allow you to integrate it into existing training, or • 1 training manual, a 45-minute video, 1 set of inventory the context of one’s personality, and identifies the situations in
make it the centerpiece of a program. (Form A, B and other) The Assessments which one is most likely to flourish and be effective. It is the perfect
tool for career development programs, since the more employees
1. Human Resources 12. High-Performance
know about their personality, the more effective they will be in
Inventory Management Inventory
Myers-Briggs Type Indicator
INSIGHT Inventory ®
choosing work environments in which they will excel. The
2. Leadership Motivation 13. Management Personality Advantage Questionnaire can also be used in the
Classification Inventory Communications Inventory interviewing and selection process by matching job candidates with
3. Values Imprint Survey 14. Managing People Skills jobs that complement their work styles.
Type Indicator: the Myers-Briggs provides type codes, i.e., ENFP, INTJ, Trait Measure: INSIGHT provides relative strength of behavior tendencies on Inventory
INFJ, etc. Emphasis is on understanding the characteristics of the four traits. The interpretation emphasizes the strength of each individual trait 4. Quality of Life Index
16 different types. Types are seen as stable and non-changing. and what environments a behavior is displayed in. Traits are viewed as relatively 15. Intercultural Relations
5. Relocation Preparation New Single-disk Administration and
enduring yet flexible and changeable based on environmental influences. Inventory
16. Inventory of Reporting
6. Change Inventory for
Results Transformational No cumbersome software packages are
Management Skills involved—The Personality Advantage
The 16 Type classifications based on extremes of four opposite indices: Two profiles, work style and personal style, are produced reflecting the 7. Force Field Analysis
17. Organizational Culture Questionnaire is administered with an all new,
interaction of the four personality traits and influences in each of the two Inventory
introversion-extroversion Survey easy-to-use system:
environments. The four traits: 8. Group Maturity Analysis
sensing-intuition 18. Organization 1. Insert the disk in your computer.
thinking-feeling getting your way (direct or indirect) 9. Individual Behavior Communication Analysis
responding to people (outgoing or reserved) Analysis 2. Complete the questionnaire directly from the disk
judging-perception 19. Organizational Role &
pacing activity (steady or urgent) 10. Team Performance Survey Relationships Inventory (no complicated, time-consuming software installation!).
The sixteen types: ISTJ, ISFJ, INFJ, INTJ, ISTP, ISFP, INFP, INTP, ESTP,
ESFP, ENTP, ESTJ, ESFJ, ENFJ, ENTJ dealing with details (unstructured or precise) 11. Team Synergy Analysis 20. Organizational Meetings 3. Print the detailed narrative report and discard the disk
Inventory Management Inventory when you are finished.
System of Rating
Self-rating only: results reflect the test taker’s view of him/herself. Both self-rating and 360° feedback from others. Important learning
occurs when one compares the self-perception profile to feedback profiles
that are generated from the perceptions of others.
The Six Principles Planning and Managing
Administration Time of Successful Human Resources
Form G: 94 items, 30 minutes to score and complete. 6–8 minutes to complete Self-Management Strategic Planning for Personnel
5–7 minutes to score and plot results Management
A Guidebook for Using the
William J. Rothwell & H.C. Kazanas
Personality Preference Profile
Use this book as a guide to
Steven R. Phillips, Ph.D., & William H. Bergquist, Ph.D.
The Training and Development Sourcebook This companion manual can be used by participants as a
continuously improve the functions of
your personnel department by
Second Edition self-study guide or by a trainer to conduct a workshop on the establishing a strategic human
Personality Preference Profile. It includes discussion guidelines, resources plan that will contribute to your organization’s business
Edited by: Craig Eric Schneier, Ph.D., Craig J. Russell, Ph.D., Richard W. Beatty, Ph.D., & Lloyd S. Baird, Ph.D. theory explanations, exercises, and overhead transparency plan. This book examines the human resource manager’s roles as
masters. The manual also includes a fully reproducible organization coordinator, work analyst, work force analyst, auditor,
Every informed trainer should have a copy of this thoroughly revised and updated version of the training classic. forecaster, and integrator. Several case studies and exercises are
instrument called the Personality Preferences Profile Feedback
This sourcebook will keep you up-to-date on current training trends with over 50 of the most important new articles provided for practicing, discussing, and carrying out the planning
Scale which participants can give to co-workers in order to gain
written by leading practitioners in the training field. Also included are over 50 fully reproducible training tools and process.
another person’s perspective on their style.
instruments to save you valuable time in new program development and delivery.
Give your salespeople the competitive edge The Project Management Post-Heroic Leadership
Performance-Based Tool Kit Managing the Virtual Organization
Assessments, Training Materials, James P. Eicher, John E. Jones &
Sales Training William L. Bearley
Job Aids Trainer’s Assessment
Building a Sales Curriculum That Globalization, changing customer demands,
Clay Durr & Deborah Duarte
Enables Your Sales People to rapidly evolving technologies—all these of Proficiency (TAP)
forces have caused organizations to
Sell More Projects are a way of life, in both
reassess their basic function and structure. Training House
technical and nontechnical disciplines:
Jerry Rosen human resources, finance, procurement, marketing, and other One effect of this evolution has been the Other than the evaluation sheets that participants turn in at
functional areas use projects to get work done. Improving your need of the organization to reassess the the end of a training session, most instructors get very little
This manual offers a soup-to-nuts requirements of their leaders.
breakdown of the various steps an existing project management skills will increase your organizational feedback on how they are doing and where they can improve.
organization’s trainers or managers must take to develop sales and individual performance. The Project Management Tool Kit is a The authors have identified two paradigms of leadership: Heroic and But, their growth and development depend on more than
training that gives their salespeople a critical advantage over the comprehensive resource that identifies the competencies for Post-Heroic. In general, the Heroic Leader operates in a traditional the reactions of their learners. Professional expertise and
competition. Who should read this book? Anyone involved in creating successful project managers and hierarchy with command, control, and reporting structure. The Post-Heroic established standards for classroom performance should be
sales training, or anyone interested in supporting the readiness of their organizations; provides Leader operates in a role set where effectiveness is more a result of applied.
organization’s sales force. reproducible assessments to persuasion and communication than authority. Post-Heroic Leaders That’s why TAP was created. It measures an instructor’s
measure organization and interact with more individuals than direct reports, including suppliers, relative strengths on key skills, generating a Proficiency
This book is specifically designed to (1) help you define the customers, and other managers.
components of a successful sales training curriculum; (2) follow a individual strengths; facilitates Profile that pinpoints developmental needs and defines the
generic step-by-step process which can be used as a model for developmental action planning; The instrument itself consists of 40 items based on the scales below that competencies critical to the effective delivery of training.
developing more effective sales training; and (3) use highly practical includes comprehensive facilitator differentiate Heroic Leadership from Post-Heroic Leadership: TAP is a three-hour video-based program for instructors and
performance tools at precisely your point of need in the sales training instructions (including handouts and course designers to assess 12 key instructional skills, identify
development cycle. transparency masters for a half- and Heroic Leadership Post-Heroic Leadership needs and opportunities, and form Individual Development
full-day training program); and has self- Plans.
Includes 28 Sales Training Tools on Disk! instructional job aids and a case study.
Rightness Risk Taking
The book is accompanied by a floppy disk containing the sales The 12 Competencies
training performance tools for quick, easy modification and printing. Face Saving Participation
Use The Project Management Tool Kit to: • Assessing Needs and Entering Behavior
Co-Dependency Development • Analyzing Participants and Situations
• Introduce competency orientation to your project management
• Evaluate organization readiness and individual project • Applying Classroom Facilitation Skills
The Personality management skills The Post-Heroic Leadership (PHL) materials consist of the • Maintaining Adult Relationships
Preference Profile • Conduct group training following: • Building toward Transfer Training
Steven R. Phillips, Ph.D., & • Provide useful job aids for intact project team planning Leader’s Guide—The 60-page Leader’s Guide consists of four parts: • Managing Classroom Time Effectively
William H. Bergquist, Ph.D. • Apply project management to concepts such as knowledge Understanding Post-Heroic Leadership, Technical Information, • Setting Objectives and Terminal Behavior
management Post-Heroic Workshop and Exercises, and References.
Domain Preference Theory is based • Eliciting Relevant Responses and Testing
on a single, unifying belief: that all • Analyze your current project management processes Assessment Set—1 PHL-Self and PHL-Other (set of 3)
• Forming Questions and Probes Effectively
individuals seek to achieve a sense • Self Assessment—This 32-page booklet contains the PHL instrument,
of meaning and personal • Giving Feedback and Reinforcement
interpretive materials, and action planning for self-improvement.
significance in life. The Personality The Project Management Tool Kit includes: The PHL-Self can be used in either an instructor-led program or for • Getting All Learners to Participate
Preference Profile is a pragmatic • Comprehensive Facilitator’s Guide (with overhead masters and self-study. • Displaying Good Flow, Logic, and Organization
self-assessment that allows individuals to better understand their PowerPointTM slide disk) • Other Assessment—For multi-rater assessments, each Other
potential and what it will take to achieve a sense of personal • A half-day and full-day training program Assessment booklet contains the materials for conducting three
meaning and significance in their lives and work.
(3) Other assessments.
The Complete TAP Package includes:
• Two reproducible competency assessments with a
Drawing on Abraham Maslow’s theory of self-actualization and developmental resource guide for action planning One Facilitator’s Guide with:
what Erich Fromm described as our quest “to achieve happiness • One VHS Videocassette, containing a class in session and a
by the full realization of reason, love, and productive work,” The • Two reproducible organization readiness assessments with
discussion and critique by Dr. Scott Parry
Personality Preference Profile is a powerful development tool for:
• Four copies of the Project Management Workbook with
Experiential Training • How to administer TAP booklet containing guidelines for
• Self-Management: Participants will learn skills for taking
charge of their lives and becoming the kind of self-
processes and forms Activities for Outside and In running the TAP program
• The video script for analysis
managing individuals required in today’s work • Four copies of the “Knowledge Management Case Study” to Carmine M. Consalvo
environment. illustrate the use of project management principles and tools • Handouts of Scoring Your TAP Responses
Use these physically engaging activities in a • One Participant Workbook with Scoring Guide, Response
• Managing Personal Change: Participants identify fresh air, outdoor setting as a stimulating
changes they need to make in such areas as work, Ready! Set! Go! Sheet, The Feedback and Critique portion of the script, and
change of pace for your training sessions. Individual Development Plan
problem solving, conflict management, and learning. Projects
While there are definite benefits to staging
• Problem Solving: The personality types identified by this Understanding Pre- Charter Participant Planning Execution Closing
these activities outside, most of them work equally well indoors and only
Projects Planning Selection
instrument use remarkably distinct problem-solving styles require readily available, low-cost materials. Complete set-up instructions
and strategies, which makes this one of the most powerful Task
Product Controlling Evaluation
and game guidelines are included for all 36 exercises. Each activity takes
problem-solving models available. Project
between 1 and 3 hours.
Management Schedule Corrective
• Conflict Management: Participants will learn several Enjoy a 5% discount on any single purchase of
ways to manage a wide range of conflicts more effectively. Cost
5 or more items in this product catalog
Ready-to-Use Workshops to Impact Balancing Personal and Conflict Style Inventory
50 Activities for Service Performance!
Developing Leaders Professional Ethics Dr. Marshall Sashkin
Lois B. Hart, Ed.D.
A Trainer’s Guide with This instrument assesses individual approaches to
conflict and shows how to make conflict a
Reproducible Exercises, constructive, rather than destructive, force in your
This unique volume offers
ready-to-use, proven activities to
Handouts, and Case Studies workplace. This revised and improved edition includes
new scales that measure a team’s approach to
introduce and develop key skills in Sheryl Ankerstar, R.N., B.S.N., & conflict as well as each individual’s approach.
leadership training. Each activity David Dalke, D.Min.
includes clear objectives, detailed instructions on how to run the The instrument consists of 10 vignettes which describe realistic workplace
activity, and reproducible participant materials. This fully reproducible new trainer’s guide goes beyond just conflicts. For each vignette, participants are presented with five possible
talking about ethics in the workplace. It utilizes thought- responses to the conflict, and are instructed to indicate which ones most
Training Objectives provoking activities and case studies to stimulate new closely describe how they would actually deal with the situation. The results
thinking and new ways for making sound ethical decisions. give respondents an accurate assessment and understanding of their own
• Develop key leadership skills
To complement this process the guide includes a tool called natural approaches to dealing with conflict, and provide a starting point for
• Recognize and address skills needing furtherdevelopment the Ethical Question Cycle and step-by-step guidelines for developing the skills necessary to begin managing conflict constructively.
• Identify ability to take risks and initiate change developing a code of ethics. All the training material is fully
• Encourage creativity to enhance visioning skills reproducible, and is offered in a sequence that prompts The Trainer’s Guide provides explanations of each vignette and discussion of
participants to examine how their personal ethics impact typical responses to each. It also includes workshop designs, a lecturette,
• Build strategies for personal development
relationships with co-workers, management, and customers. overhead transparency masters, norms, and references. Managing Conflict
Constructively is a helpful participant handout which provides background
20 Training Workshops for As the trainer, your goal is to provide an environment for all
participants to share their ideas and feelings. This
information on conflict management.
Competency-based self-assessment Customer Service guidebook will show you how. Each chapter contains notes
for the facilitator along with approximate time limits for each
for managers Enhance customer service at all levels of your organization with explanation, activity, and summary exercise. Includes The MbM Questionnaire
these two volumes of 20 ready-to-use training workshops. Each workshop designs for 2-hour, halfday, and full-day sessions.
workshop includes detailed trainer’s notes, transparency masters, Managing by Motivation, Third Edition
MDQ and participant handouts. All materials are fully reproducible
which makes them an excellent value for your training dollar!
Dr. Marshall Sashkin
Management Development Web-Based Increase management effectiveness through improved
Questionnaire Selected Contents motivation skills. This proven instrument is based on
Alan Cameron, The Test Agency Volume 1
Interactive Learning the classic motivation theories of Maslow and
Herzberg which identify motivating factors in terms of
The MDQ is a competency-based Who Are My Customers? • Moments of Truth • Thinking Sales • Activities an individual’s security, social, self-esteem, and
self-actualization needs. Managers will learn to understand their own
self-assessment that identifies a Complaints and You • Beating the Clock • Teamwork • Managing Dave Arch & Sue Ensz motivations as well as take into account employees’ motivations as they relate
manager’s strengths and weaknesses Customer Service
to performance and change issues. MbM teaches managers how to capitalize
and pinpoints areas for development. Classroom trainers have proven the importance of on employees’ natural motivators rather than focusing on external motivators
The foundation the MDQ is built on is Volume 2 interactive activities for maintaining participant interest, that are less relevant to them.
a set of 20 key competencies shown to be critical to successful Mission Statements • Service Action Plans • Setting Standards of replenishing audience energy, and increasing content
managerial performance. retention. However, many activities suitable to the This instrument is a stimulating new addition to existing supervisory and
Service • Measuring Customer Service • The Internal Customer
classroom don't translate well to that web-based management development workshops on change, teams, and leadership.
The 160-item questionnaire takes approximately 35 minutes to The 20-item questionnaire can be completed and self-scored in 15 minutes,
complete and measures 20 competency dimensions covering the environment so popular with corporate and educational
and includes brief and insightful interpretive material. A companion Trainer’s
following five factors: trainers today.
Guide includes training designs, a lecturette, norms, and references.
1. Managing Change 4. Results Orientation 360° Feedback What activities work online?
2. Planning and Organizing 5. Leadership
Strategies, Tactics, and
3. Interpersonal Skills
Techniques for Developing This book helps to answer that question. Instructional Design for
Administration and Scoring Leaders The first of its kind—this book contains 53 openers, Web-based Training
The MDQ is easy to administer and score. The questionnaire can John E. Jones, Ph.D., & closers, energizers and review techniques for web-based Kerri Conrad & TrainingLinks
be computer-administered using the TestBase software system, training design (including web-based CBT, asynchronous
William L. Bearley, Ed.D. Instructional Design for Web-based Training blends
or given as a pencil and paper instrument. and synchronous classed, text-based, and audio and/or
Find out how the emerging video conferencing)! instructional design and development tasks with web
Interpretation technology of multi-source design issues to outline a methodology for creating
And every activity works in the classroom as well! Since all effective web-based training (WBT).
The TestBase software system produces a comprehensive assessment and feedback
(360° feedback) can benefit your of the activities are written from the perspective of being
narrative report and profile chart which examines each of the This book is based on the perspective that effective WBT does not derive
organization. This handbook presents concrete methods for used in the most limiting of all web-based venues—
five competency factors. Guidance is provided by both profile and solely from the use of Internet technology, but must be founded on proven
creating, adapting, and using survey methods to provide sharply asynchronous text-based instruction, the reader can be instructional design techniques as well. Each chapter addresses key
narrative reports on how to develop low and mid-range
management competencies. The User’s Manual provides full targeted feedback to leaders. It contains case examples of assured that each activity translates effectively into the less implications such interplay can have for a WBT project team, target learners,
interpretative details for users of the pencil and paper version, applications of 360° feedback and spells out steps for creating limiting environments of audio/video conferencing and CBT. training goals, and technical possibilities from planning through
together with validity and reliability information. instruments, analyzing data from them, and providing feedback in Using this book as a resource, the trainer will be able to implementation.
ways that both inform and inspire. The authors give step-by-step easily find NEW content-related activities for increasing the This book is intended as a detailed how-to primer that integrates
methods for using the best practices and avoiding the many interaction and energy in their web-based trainings. fundamental principles with the nuts and bolts of WBT development.
Email us for FREE information brochure pitfalls of 360° assessment and feedback.
Thanks to the accompanying CD it will be a snap to then It addresses salient issues for instructional designers seeking a reliable
integrate the activity inot their online class. guide to creating effective web courses, who are not sure where to begin or
how to proceed.
A practical, stand-alone
The Big 5 Factor Assessment performance aid for
Use with Project
MPQ Email us for FREE information brochure Management for Work A ready-to-run 1–5 day
Manchester Personality Groups for a complete project management
Questionnaire project management workshop using
Key features of the MPQ
training session of The Project Manager’s
Alan Cameron, The Test Agency • Speed: The MPQ5 questionnaire generally takes no more than
10 minutes to complete. The MPQ14 can be completed in
1–5 days. Partner as the
Assess personality and its 20 minutes. participant workbook.
impact on • Cost: The MPQ5 can be administered for only HK$150 per
• Management Development person, including a computer-generated narrative report.
• Recruitment and Selection
• Team Building
• Ease of Use: The simple multiple-choice format of the
questionnaire makes both completion and scoring simple and
The Project Manager's Partner
• Career Development quick. A Step-by-Step Guide to Project Management
• Accuracy: The MPQ has consistently shown exceptionally high Michael Greer
reliability during all phases of its development and offers users an
Available in two versions! accurate assessment of an individual’s likely behavior at work. With the downsizing of businesses, project management
is no longer a specialized profession but rather a set of
MPQ5– The “Big Five” Factors • Comprehensive Support: The MPQ Technical and User Manual competencies, skills, and behaviors that have general Project Management for Work Groups
A shorter version of the MPQ14, this form has been specially designed covers all aspects of the test’s development and validation. application. The work groups and individuals called on to be
for those who do not need the full set of information, but who require a part-time project managers need tools that will help them plan, Facilitator’s Guide for
cost-effective look at the global measures. This quick, self-scoring execute, control, and close out project events. These tools The Project Manager’s Partner
questionnaire looks at “Big Five” factors only. Use TestBase Software for comprehensive, must be easily understood and usable right away, in real time.
1. Resilience 4. Agreeableness computer-based administration and reporting The Partner is composed of step-by-step performance tools
This is a ready-to-run 1–5 day project management workshop
2. Extroversion 5. Creativity such as checklists, worksheets, guidelines, and other valuable
support materials that will help plan and work through project using The Project Manager’s Partner that ends in a fully
3. Achievement articulated project plan. Project Management for Work Groups
events. These tools are organized around 20 key action items
Using TestBase software, you that guide the project management process. complements the Partner by getting your part-time project
MPQ14 – Primary Personality Dimensions can administer, score, and print
The Partner also contains a glossary of project management
managers working through project management processes and
using the correct tools, terminology, and techniques.
The most comprehensive of the two assessments, this 120-item interpretive reports for the MDQ, terms which will establish a clear terminology for
questionnaire covers all the factors and dimensions measured by the MPQ14 and MPQ5. In addition communications between project participants, as well as a set Project Management for Work Groups is designed to be used
instrument. to simplifying the administration of practical instructions that support the use of project either by the novice or veteran facilitator. It includes guidelines
of the tests, TestBase produces management software. for fast customization to fit different time constraints and work
1. Originality 8. Rationality environments.
detailed interpretive reports that discuss the impact of the
2. Openness to Change 9. Assertiveness individual’s profile on personal competence in: The Partner is based on the established best practices in the
field, as featured in the Project Management Institute’s Body of To ensure performance outcomes are met, an extensive
3. Social Confidence 10. Empathy follow-up coaching guide enables the facilitator to guide,
• Managing innovation • Teamwork Knowledge (PMBOK).
4. Communicativeness 11. Independence instruct, facilitate, and benchmark the participant's project as
5. Rule Consciousness 12. Competitiveness • Self-management • Decision making it unfolds.
6. Conscientiousness 13. Perfectionism • Management style • Vocational interests Overhead masters are provided on disk in either Microsoft
7. Decisiveness 14. Apprehension PowerPoint or Adobe Acrobat format.
Is your investment in training paying off?
Establishing the Value of Training The Visionary Leader
Practical Tools and Techniques for Calculating Training Costs and Returns Leader Behavior Questionnaire
Sharon G. Fisher & Barbara J. Ruffino Dr. Marshall Sashkin
As corporate budgets get tighter and tighter, managers are demanding that expenditures on training be Now all of your managers can assess their own leadership behaviors and characteristics and identify
fiscally justified. Trainers are being asked to build a business case for making training investments, ways to improve their leadership effectiveness. This updated, research-based instrument helps leaders
and they are being required to determine what those investments yield. determine which changes or skill development are required for them to make full use of their capabilities
for visionary leadership. Through the use of both a “Self” questionnaire and “Other” questionnaires (filled
Establishing the Value of Training helps trainers and managers meet these challenges by providing out by 3–6 colleagues), leaders are able to gain an accurate 360° assessment of their leadership style in
practical guidance, job aids, and computerized worksheets for calculating training costs and returns. three critical areas: leader behavior, leadership characteristics, and effect on organizational culture.
The guide provides proven strategies for combining traditional return-on-investment methodologies
with assessments of other less tangible benefits of training. The Trainer’s Guide includes technical details on the development of the instrument, detailed training designs, a lecturette on leadership, and
overhead transparency masters. New Vision of Leadership, supporting participant handouts, explore the cognitive and behavioral skills of truly
Includes PC compatible worksheets for determining return on investment—just plug in your numbers visionary leaders.
The Influence Styles Learn 6 key reasons why groups fail to Strengthen essential selling skills!
Inventory deliver—and what to do about them!
ChangeAbilitator 50 Activities for Sales
Dr. Marshall Sashkin
LHE, Inc. The Facilitator’s Training
The Influence Styles Inventory
The ChangeAbilitator identifies six (ISI) assesses three
communication styles that people
types of concerns people often Novice and experienced salespeople
experience when a change is use to influence others: Passive, Tools and Techniques for alike will benefit from these activities
introduced into their team or Assertive, and Aggressive. Generating Ideas and Making which focus on strengthening essential
organization. The results will give Drawing on current research that selling skills. The ready-to-use
both employees and managers a integrates the importance of Decisions in Groups activities offer practice in closing a
clear picture of the obstacles they need to overcome to assertiveness with interpersonal Lynn Kearny sale, developing new business,
successfully implement change in their organization. communication and influence, this assessment will give resolving customer objections, managing sales relationships, and
managers an opportunity to analyze their influence styles. Everything you need to effectively
The program includes a self-scoring Questionnaire with more. All of the necessary materials are provided for you to
lead a team, plan group meetings,
guidelines to help participants develop a personal action plan, The concept of assertiveness, and its superiority over either effortlessly implement the activities; they come complete with
and foster team decision making is now available in one handy
as well as a comprehensive Leader’s Guide, which provides aggressive or passive styles, has been demonstrated as trainer’s notes, feedback instruments, exercises, and simulations.
toolkit. This collection of fully reproducible activities and techniques
information on implementation and scoring. effective by more than 25 years of research. Even so, will benefit training specialists, supervisors, managers, team leaders,
many people still confuse assertion with aggression or are and anyone else whose job success depends on the results
ChangeAbilitator is a powerful tool for: unclear about the difference. The ISI is a tool not only for
• Team building—gain insight into the dynamics of the group examining one’s preferred style but for developing a practical
produced by groups. It includes practical guidelines for managing
every aspect of a group or team setting.
and its ability to accept change understanding of how the three styles can be seen to be
different in action. If your organization is relying on team and group work to improve Conference on Change
• Leadership development—implement change effectively by
understanding employees’ concerns The instrument takes about 10 minutes to complete and score.
business processes, define needs, even reengineer the organization
itself, this collection of activities and techniques will get you the
Scoring is simple and visual, resulting in a graphic display and results you need from your teams. Alexander Watson Hiam
• Organizational development—identify concerns throughout comparison of the three style preferences.
the organization in order to prepare for the obstacles to
Contents This book contains real world
expertise and techniques for
1. Creative Thinking with Groups developing an organization-wide
2. The Map—Specific directions for leading a group from ability to create and embrace
idea to decision fundamental change. It contains the
details you’ll need for planning a major transition, diagnosing a
3. Six Basic Group Needs—How to troubleshoot a group
specific problem, putting a presentation or training session together,
that’s stuck or just shopping for leading edge practices to benchmark. It also
4. Managing Process—Tips on keeping your group focused and offers a systematic method for diagnosing your planning or
goal-oriented implementation needs.
The Complete 50 Activities 5. The Toolkit—Includes 49 fully reproducible tools and activities Includes 94 reproducible pull-out tools and models you can use in
Guide to for Achieving Change for developing ideas and solving problems with groups, your own work!
Managing Change Barry Fletcher with Ann Bell,
including: Presented in a unique “conference” format, this book contains texts
John Buttery & Mike Whittaker from actual sessions and presentations by more than two dozen of
and Transition • Brainstorming
• Force Field Analysis
• Gantt Chart
• Data Dump today’s leading change management experts, including their
Human Technology, Inc. hands-on tools and models.
Training Objectives Training Methods • Manipulative Verbs • Ideaweaving
Whether your organization is currently undergoing significant • Outline the process of • 25 activities involve group • Map the Territory • Poll the Group
change, or will be in the future, The Complete Guide to accepting change discussions • Upward Delegation • Jury of Peers
Managing Change and Transition will be of tremendous benefit. • Demonstrate the need for • 13 questionnaires and 6. User’s Guide for Selecting Tools
This guide is based on the experience of organizations faced change instruments highlight current
with change in an extremely complex environment. The key perceptions and identify
Outdoor Games for
tasks for success in both managing change and managing
• Reduce conflict
resistance to change Experiential Learning
people through change have been identified and incorporated
into this guide.
• Improve communication skills
• 6 role-play scenarios aid the The Computer Training Carmine M. Consalvo
The Complete Guide to Managing Change and Transition
Activities Cover transfer of learning from the
workshop to the workplace
Handbook This collection of experiential games will
enable trainers to make effective use of
contains over 100 reproducible tools, including assessments,
• Change in the workplace
• Developing goals for change
• 6 written exercises provide Second Edition the outdoors as a vehicle for learning. It
activities, and worksheets, and a Change Management Toolkit. an opportunity to express contains 63 creative games that can be
This guide is designed so that each section can stand alone: • Change and personal thoughts and Strategies for Helping People to conducted easily and safely with a
use it from beginning to end or select individual sections. self-development reactions to change Learn Technology minimum of materials and preparation. Many of the activities can be
The Complete Guide to Managing Change and Transition is run equally well indoors. Each activity is presented in a standard
• Accepting change Time Guidelines Elliott Masie
written to accommodate the needs of multiple levels in the format that includes a summary, a statement of objectives, list of
organization, from executives and managers to team leaders • Understanding change • 35 activities take 1–3 hours The resource textbook for the technology materials required, and time requirements. The games vary in
and individual contributors. Depending on your particular role in training and learning field. This best- length from a few minutes to over an hour.
• 15 activities take 3 or more
your organization’s change effort, this guide will provide you with selling book provides practical solutions Games teach: cooperation, creativity, risk taking, decision making,
best practices, tips, tools, information, and guidance to fit that and hundreds of tips for new and goal-setting, leadership, planning, problem solving, rewards, and
role. experienced trainers facing the challenge of how to help users learn more!
new technology. It addresses the methods, technologies, and
organizational issues faced by all training professionals.
Cut preparation time in half and make Ready-to -us HR policies and procedures that
training easier than ever! are easy to csutomize and are legally sound Each Workshop Includes
• Instructor’s Guide
HR consultant-in-a-Box Teams Workshops • Reproducible Participant Coursebook
Customer Service Each workshop in the Performance • Lesson plans and activities
Training: How to Skills Teams Series covers an
essential competency that will • Transparency masters
Whether you're writing an employee
Create Your Own handbook or HR policies from scratch or make your team more effective and • Instruments (if applicable)
successful. Each workshop can
Program updating existing documents, use
caution. One slip or ormission in these stand alone or you can use all ten
legally binding contracts could come workshops together for maximum
Nancy Friedman, The Telephone performance impact.
back to haunt you.
The series is based on a
From the world's leading authority on customer service...... Eliminate risk and guesswork - and save time well-researched and holistic model which identifies the competencies
this do-it-yourself resource will save you hours of work and This comprehensive collection of prewritten HR policies, necessary for a group of people to work as a highly productive and
ensure first-class customer service training. Customer Service procedures, and forms—developed experts and legally reviewed— cohesive team. Take advantage of this research to improve the
Training walks you step-by-step through the design and will ensure legal compliance with minimal effort. performance of your work teams!
delivery of training that changes behavior, recharges reps,
Next time you need to write a policy, don't reinvent the wheel—
and wins customers.
start here. We even put everything on disk so it's easy to update,
It's the quick, easy, and fun way to develop training that customize, print out, and distribute. Perfect for managers and HR
addresses your company's unique needs. Packed with professionals alike.
how-to's and tips, this resource will simplify each stage of
the process: HR Consultant-in-a-Box puts all these ready-to-use 1. Committing to a Team Approach (4 hours) 6. Making Team Meetings Work
documents at your fingertips: This workshop will energize newly formed teams by helping Meetings are the hub of team communication and decision
• Analysis • Delivery
members explore different team roles as well as four stages of making. This workshop addresses why meetings should be called,
• Design • Evaluation • A complete employee handbook with 68 policies and procedures team development. By learning through experiential exercises how to prepare for them, and most importantly, how to conduct
covering everything from dress code to personal leave about behaviors that occur at each stage of team development, them effectively.
Whether you're a training professional or beginner, you'll
appreciate the useful diagrams, articles, examples, key points, • Step-by-step procedures for worry-free recruiting, selecting, members will preempt resistance to the team approach.
sample lesson plans, flip charts, and evaluation forms. hiring, reviewing, disciplining, and terminating 7. Evaluating Team Performance
• Fast and easy forms—just make copies and hand out 2. Communicating Effectively in Teams This workshop provides team members with an analytical
Improve all key communication skills within the context of framework for thoroughly evaluating nine critical dimensions of
achieving team goals. This workshop systematically presents core team effectiveness. Participants will gain a clear understanding of
communication skills such as active listening, giving and receiving their team’s strengths and weaknesses, and will develop a
feedback constructively, and reacting to others’ ideas. process for improving team performance.
3. Resolving Team Conflicts (3 hours) 8. Making Team Decisions by Consensus
50 Activities for The Complete Guide This workshop focuses on resolving the types of conflicts that When working in teams, it is critical to make decisions that all
Team Building to Teams commonly occur in teams. Participants determine their natural team members agree with and support. In this workshop, team
conflict management styles through the use of the Conflict Style members learn four basic decision-making approaches and
How to Build a Inventory. They learn techniques for assessing conflict situations identify why consensus decision making is most beneficial in a
Volumes 1 & 2 Team-Based Organization and applying the most appropriate conflict management style for team setting.
Glenn M. Parker & Human Technology, Inc. each situation.
Richard P. Kropp, Jr.
The Complete Guide to Teams: How to Build a Team-Based
9. Solving Team Problems
Create high performance teams with these collections of fully Organization will benefit you no matter where you are in the team
4. Creating a Shared Team Purpose In order for teams to be successful, they must be able to solve
reproducible activities. All activities employ the principle of process. This guide is the only available product that will aid you The ideal starting point for creating a fully functioning, high everyday problems decisively and effectively. With this workshop,
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can be applied to real work situations. a mission that can be used to guide the formulation of goals and team
The Complete Guide to Teams is based on an exhaustive search of
Volume 1 contains creative training activities which focus on the the available materials, interviews with team-based organizations, objectives. A series of skill building exercises will get everyone currently faces. By the end of the workshop participants will be
building blocks for teams, such as communication, leadership, and the unique consulting experience of Human Technology, Inc. working toward the common goal. ready to implement solutions.
conflict resolution, and decision making. Volume 2 offers 50 This guide was written with several audiences in mind: senior
additional activities for team development and provides practice leaders, team facilitators, and coaches. Depending on the role you 5. Planning for Team Results 10. Utilizing Team Members’ Abilities
on cooperation, balancing roles, and defining team objectives play in your organization’s effort to go to teams, the guide will This workshop enables team members to set goals and objectives This workshop provides a framework by which teams can
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These activities are ideal for team leaders who are looking for guidance on creating, implementing, and assessing teams. will learn to compose goals that are supported by specific more efficiently achieve team objectives. Teams complete this
creative activities to energize their teams but do not have the Each part of the guide is self-contained; you may use it for a measurable objectives. training by developing an action plan to implement improved
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25 Instruments A Step-by-Step Guide to
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effectiveness of the way a team accomplishes its Selected Contents
can be used by themselves or in tasks. Covers team meetings, high performance, best-selling Faultless Facilitation Resource Guide. The
covered in this workshop. combination for making decisions Instructor’s Manual lays out exactly how to plan, run, and Step One: Understanding the Step Three: Conducting the
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tools for Problem-Solving.
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A Guide to Implementation for A Compendium of
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25 Role Plays for 9. High Performance
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Negotiation Skills Team Assessment 19. Team Success
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Customer Service training for the The New Sales Game Learn all you need to know about facilitation
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The Practical Guide to
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group discussion, games, and Facilitation:
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to begin to reap the benefits
representatives better understand A Self-Study Resource
of Service Heroes.”
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This practical new resource book includes 38 carefully chosen work done. It provides practical
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articles, training tools, case studies, and job aids that you can guidance for managers and leaders
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Service Heroes in Hospitality: use to positively impact your customer service through
training, benchmarking, and new processes. A comprehensive Leader’s Guide with clear objectives, a complete how to use the role of the facilitator to improve the workplace,
A Customer Service Training Program With an emphasis on what, why, and especially how-to, the
course outline, a detailed script, questions and answers, and
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informaation in this book will help customer service managers, The convenient workbook format makes it possible to learn the role
Ben Sharpton, Universal Studios Florida trainers, and frontline associates develop more effective or trainers to facilitate the program. The New Sales Game is an of facilitator through independent study. The Facilitation Skills
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challenges. diskette for easy customization and reproduction. We make it • Focus on the real needs and perceptions of their customers understanding and broaden your application of the art and science of
This one-day training program first engages participants by helping easy for you to add, delete, or change information to suit your
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importance of customer service and learn behaviors and skills that The complete training package includes:
will enable them to exceed guest expectations. Tools and Resources Included
Written with inexperienced trainers in mind, the comprehensive • How to quantify the payoff in improved customer service
A comprehensive Leader’s Guide, one Participant Booklet, one
Customer Focus Tool, sixteen overhead transparency masters,
Selling with INSIGHT®
Leader’s Guide includes step-by-step instructions, class scripts, • Special section on customer service and the Internet game board and playing materials. Patrick Handley, Ph.D.
training hints, and overhead masters that make it easy for site • Special appendix—benchmarking your customer service
managers and other “part-time” trainers to deliver this five-module Improve your selling skills by better
with findings from the 1996 International Customer
program in one hour or half-day segments. Service Association (ICSA) study Accomplish more with less understanding yourself and others
using Selling with INSIGHT.
The Participant Workbook, useful as a job aid, involves participants
with realistic case studies, interactive activities, and easy-to-master
• Coaching for customer service through Self-Directed This new selling system uses the
• Training tips for telephone customer service
practical tools that will positively impact their customer service skill Learning! INSIGHT Inventory (page 12) to help
people increase their sales
effectiveness. It will help participants
Service Heroes in Hospitality Special Package The Sourcebook for to understand themselves and others
• 1 Leader’s Guide with • 42 Overhead Masters The Executive’s Guide Self-Directed Learning better and to use this understanding to improve their interpersonal
relationships with their customers. This makes it possible for
detailed course outline (PowerPoint)
to Competency-Based edited by Bill Rothwell & Kevin J. Sensenig salespeople to reduce the interpersonal tension that often develops
• Case Studies • 8 Participant Workbooks from style differences between themselves and their customers and
• Training Units (44 pages) Performance Improvement Are you faced with providing more training using fewer resources? to create open, honest dialogue. Your sales representatives will be
This comprehensive book introduces new concepts and tools that able to uncover their customers’ needs and accurately match them
David D. Dubois, Ph.D. will show you how to help your employees and associates take with the most appropriate products and services.
more effective responsibility for their own development.
This easy-to-read book will unravel
Developing the the mysteries of competencies and The editors show how to reorient traditional instructional methods
The Selling with INSIGHT system includes:
High-Performance core competence and how they are
used to impact organization
such as role plays, case studies, goal setting, and coaching for
SDL; and also discuss more effective use of technologies such as
• One INSIGHT Inventory for the user to complete
• Seven pages of interpretation information for the INSIGHT
Workplace performance improvement. By
reducing these otherwise difficult to
CBT, the World Wide Web, and electronic mail for self-directed
learning. Detailed case studies document the effectiveness of SDL.
• Four skill-building activities
David D. Dubois & William J. Rothwell understand terms to useful
Several reproducible instruments are included: learning style
concepts in the organizational context, this concise and • One action planning worksheet
This assessment includes 55 highly assessment, leadership competencies, OJT techniques, learning
comprehensive resource will give you the base of knowledge
specific characteristics of a about your organization, and individual development plans. This is
you’ll need to begin your organization’s transformation to a
high-performance workplace as a practical guide, with ready-to-use resources to put learners in
high performance workplace. A brief organizational
defined by the U.S. Department of charge of their own learning.
assessment and action planning guide is included at the end
Labor, and provides employee
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Rick Tate & Sam Shriver
Train your hiring managers in competency- The 1-2-3 to job relevant behavioral
Now you can take advantage of the same
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service training program used by Disney
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at the point of contact with the customer. Based Workshop Interview Builder™ is an
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Anne Sandberg & Susan Lane easy to use database of
strategies and skills that will help them make the most of their day-to-day
interactions with people who receive their services, both inside and outside
Training for Managers, competencies and
Competency-based interviewing behaviors. There are
their organizations. Executives, and Leaders techniques will give your also interview questions
The program includes presentations, discussions, and application activities to company a strategic focus by linked to each behavior.
Service Leadership allowing hiring managers to
integrate job-specific, future-oriented competencies into their
This enables a hiring manager
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• Understand why service plays such a crucial role in today’s competitive
marketplace The Ten Fundamentals interviews. This workshop teaches participants to identify key specific competencies. Interview Builder™ can provide the
competencies (characteristics that differentiate outstanding HR professional with a means to standardize the
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organization those competencies into their hiring and selection process in
Designed especially for managers and executives,
• Recover from potentially disastrous situations and retain those this program demonstrates how to build and maintain a order to attain this strategic focus. Flexible, powerful, and easy-to-use
customers for life superior service culture throughout an organization. Interviewing for competencies follows a structured format which After an interview is created, it can be retained for use in
Service Leadership™ presents proven strategies and this workshop takes you through step-by-step—the interviewer the future, or it can be edited and customized for a related
Frontline Service Special Package techniques for motivating employees and leading them builds a customized interview format for each individual position but different job title. The database of competencies,
• 1 Leader’s Guide in the new service economy. based on the duties and responsibilities of the position and behaviors, and questions can be edited and added to as
identifies the critical skills needed to perform these duties and needed. Competency definitions are provided to assist in
• 8 Participant Workbooks
responsibilities at a superior performance level. the all important step of selecting the optimal
Teaches 10 Proven Competencies for competencies for the position you are trying to fill.
Add impact to your presentations with Interview for Success uses personality measures based on the This step and others in the behavioral interviewing
Improving Service results of a Big 5 Personality Assessment in conjunction with
Frontline Service videos! 1. Making a commitment to competency-based interviewing and ties the two factors
process are described in an instructional format in the
workshop, Interview for Success (see left).
service together to assess areas, such as technical acumen and
See Frontline Service developers Rick Tate and Sam Shriver deliver
compelling customer service stories and present key customer service
See why behavioral tendencies. Use the competencies and behaviors for
2. Turning mistakes into service companies like:
concepts. These dynamic video seminars are ideal for train-the-trainer opportunities Video role plays effectively model behavioral interviewing a host of purposes
sessions or can be used to enhance your training with frontline employees. • AT&T practices and provide learners with a structured format to • Targeting Training
3. Continuous improvement • Cellular One recognize and critique good and bad approaches.
• Management Development
Why Service and What Is It? 4. Listening to — and acting on • Disney There is a series of Job Aids for each
— new ideas • Organization Development
An introductory module which defines the basic elements • Kodak step, a database of competencies,
involved in providing quality service. 5. Facilitating the changing role • Glaxo behaviors, and more than 300 effective • Career Development
20 minutes of management behavioral interviewing questions, and a • Succession Planning
diskette with a PowerPoint slide show and
6. Defining the playing field • Whirlpool Competencies are provided in three strata: Administrative
Service Is Inside Out overhead masters. With this easy-to-use
Support, Technical/Professional, Management.
7. Giving employees autonomy • XEROX tool the hiring manager or human
Outlines the importance of internal customer service to overall For example, with the competency, Managerial Courage,
have made these resources professional can expertly build
customer satisfaction. 8. Measuring service there could be two or three behaviors in the Management
fundamentals a a competency-based interview.
20 minutes performance Strata, but there might be none for this competency in
key part of their Administrative Support or Technical/Professional.
9. Holding everyone service quality
Create Uniqueness accountable improvement
Other competencies could have behaviors in all areas.
Discusses the importance of continuously striving to become better, 10. Celebrating sustained strategies!
faster, and different. performance
Pay Attention: The Customer’s Perception Counts Strategic Employee Polls
Service Leadership Special Package The Step-by-Step Guide to Discovering What Your Employees Are Really Thinking
Demonstrates the importance of seeing things from the
1 Facilitator’s Guide
customer’s point of view. Bruce Tulgan & Jeff Coombs
20 minutes 8 Participant Workbooks
Attitudes and opinions drive behavior. That’s why it’s important to have a mechanism for measuring and describing
Recovery: Handling Complaints employee opinions on the wide spectrum of issues that affect performance. Even before a training needs analysis is
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Includes over 300 tools to implement competency initiatives
The Competency Toolkit
Can your company David D. Dubois, Ph.D., & William J. Rothwell, Ph.D.
benefit from hiring
decisions that are 2-5 times more Are you looking for a quick, yet systematic and planned approach to competency
accurate than those made by assessment and competency-focused individual employee development planning?
traditionally trained interviewers? Look no further! The Competency Toolkit provides you with the tools you’ll need to win key
The Complete Guide to management support for, and to develop and implement powerful competency-based
Facilitation employee performance enhancement opportunities within your organization.
The Competency Toolkit contains the most innovative methods, procedures, suggestions,
Behavior Description Interviewing Training Program Enabling Groups to Succeed and materials to help your organization initiate or advance its use of competency
Tom Janz & Greg B. Mooney identification and modeling technologies to its ultimate advantage.
Tom Justice & David Jamieson
The Competency Toolkit includes the critical resources and information that a competency program manager
The best predictor of future performance is past performance in similar situations. Why has facilitation become so important? needs in order to gain organization-wide support for competency identification, and to implement competency
This one-day skill-building workshop will teach your managers how to get the most Because the cost of ineffective groups and modeling, competency assessment, and competency-focused individual development initiatives. Also included on CD-Rom are
useful responses from candidates—responses about actual performance in past jobs teamwork is becoming too high! This more than 300 overhead masters, detailed briefing presentation outlines, and the handouts for briefings that are typically needed
and accomplishments in specific work situations. This type of information—Behavior comprehensive resource will help your team to implement competency initiatives in an organization. In addition, comprehensive competency menus for leadership and
Description—greatly increases your ability to predict whether a candidate will be the leaders and group facilitators prepare more individual contributor jobs found in organizations, “do’s and don’ts,” explanations of “best practices,” a host of instruments, forms,
top performer your organization is looking for. effectively for meetings, improve their group’s competency card-sort activities, templates, and similar tools needed to implement credible competency practices, and an
Published research shows that interviewers trained in Behavior Description processes, and follow up to ensure more extensive bibliography, are valuable key components of this must-have resource!
Interviewing make hiring decisions that are two to five times more accurate than productive outcomes from sessions.
traditionally trained interviewers. Isn’t it worth one day of training to make sure your This book includes a wealth of practical
managers have the skills to implement this method in your organization? information for inexperienced group leaders Volume I Competency-Based
as well as new tools for seasoned
facilitators—more than 100 reproducible
• Opening and Purpose Performance
• Improve the quality of your work force by teaching managers how to select
forms, checklists, planning aids, and guides.
Selected contents are reproduced in CD-ROM
• Toolkit Organization
• Toolkit Audience
qualified new hires who are well-suited to their positions. format so that you can customize tools to • Considerations for Using the Toolkit A Strategy for
meet your specific needs.
• Integrate managers’ current interviewing practices with a Behavior Description • Background of the Authors Organizational Change
Interviewing method. • Important Definitions
David D. Dubois, Ph.D.
• Train interviewers to recognize and counteract avoidance answers from • Competencies and the Human Resource
candidates. Behavior Management System This book presents a systematic
approach to analyzing and improving performance in
• Establish a standardized and systematic method for comparing applicants based
on their interview responses.
description • Support for Competency Program Development
organizations. The most promising approaches to
interviewing: • The Basics of Competency-Based Multi-Rater
systematic strategic needs analysis, competency model
development, curriculum design, learning intervention
This ready-to-use training program consists of: New, accurate, • What Is Competency Assessment?
design and development, and program evaluation are
explained. The author shows how best to implement
cost effective • How Are Competency-Based Multi-Rater competency-based performance improvement programs.
By Tom Janz, Lowell Assessments Used?
Trainer’s Package In addition, case studies of three organizations detail the
Hellervik, David Gilmore • Who Benefits from Using Competency-Based actual experiences and benefits that these organizations
• Trainer’s Guide—Contains notes for the trainer, transparency masters, and Multi-Rater Assessments, and How Do They Benefit? realized in their performance improvement efforts.
copies of all participant materials. Behavior description interviewing directly
• Video (59 minutes)—Supports the trainer with examples and vignettes which benefits everyone involved with interviewing:
demonstrate the Behavior Description Interviewing method. the line manager, the human resource
specialist and the applicant. The behavior
• 4 Small-Group Facilitator’s Guides—One small-group facilitator is recommended description interview proceeds from a
for each 4–5 participants in the program to ensure proper transfer of skills. structured pattern of questions designed to
This guide contains everything the facilitator will need to support participants in probe the applicant's past behavior in
terms of the structure, purpose, and process of the exercises. specific situations, selected for their Continuous Learning in Organizations
• 10 Behavior Description Interview Patterns—see description below. relevance to critical job events. Whereas
traditional interviews obtains behavior
50 Principles & 150 Activities
description answers less than 5% of the Dr. Marlene Caroselli
Participant’s Package time, behavior description interviews assess
each applicant against behaviorally defined Maximize your organization’s intellectual resources! This unique collection of training activities details important
• Participant’s Guide—Contains background information on the Behavior cognitive learning processes and applies them to actual workplace situations. It explains and illustrates specific
Description Interviewing method and exercises for the participant. job dimensions and obtain behavior
description answers over 60% of the time. learning principles that will help employees acquire, share, and use knowledge to increase both individual and
• 1 Behavior Description Interview Pattern—These patterns are preprinted with key This is one of the best single book on organizational effectiveness.
interview questions and include space for the interviewer to take notes during an interviewing because it is based on sound The manual presents 50 principles to optimize learning. Each principle is supported by a Corresponding Activity to help participants grasp the
interview. Each participant should have a pattern to use during training, and a research evidence and principles. cognitive concept, an Extended Activity to deepen the understanding, and an Idea for Increasing Organizational Effectiveness to extend the
supply to use in actual interviews after the training. learning principle throughout the organization.
A powerful, interactive video resource for A powerful video for preventing violence in A practical approach to the resolution of
Workforce Diversity on-the-job professional development the workplace organizational problems!
A Video-Based Training Workshop
This video-based training workshop will help employees On the Edge Organizational
recognize the ways in which their organization is changing,
evolving, and becoming more diverse. The Workforce Diversity Preventing Violence in the Assessment: Diagnosis
program clearly demonstrates the value of diversity in the Workplace and Intervention
workplace and provides participants with the tools and skills Preventing violence in the
necessary to work together in a multicultural environment. Rolf E. Rogers, Ph.D., CMC
workplace takes more than just
awareness and policies that From strategy formulation to change
prohibit it. Your employees and implementation, management
leaders must be able to decides what will be done, how it will
recognize and contain situations be done, who will do it, and what the
ultimate outcome should be.
before they escalate into violent
Facing the Tiger events.
Unfortunately, this is not a precise,
predictable process. Every day, organizations fail because they
How to Turn Conflict into Positive Change This exciting new video presents nine realistic scenarios in which selected the wrong people, the wrong market, the wrong
employees face volatile and potentially violent situations in the equipment, the wrong product or service, or the wrong process.
John Scherer, Mark Yeoell, The Center for Work and the Human Spirit workplace and gives participants an opportunity to discuss appropriate The process of choosing one strategic or operational alternative
Do you work with individuals or teams—or even larger organizational resolutions, as well as any preventative actions which could already over another may be the difference between success and failure.
units—where unresolved conflict is present, and you are exploring have been taken. This powerful discussion-starting film creates Although we cannot achieve certainty in this decision-making
how to be a force for positive change in the situation? opportunities for your participants to learn and employ skills to process, we can reduce the degree of uncertainty by developing
prevent violence from occurring in your workplace. and following a consistent framework for analyzing the
If so, Facing the Tiger is for you. This new interactive video-based
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people see and respond to conflicts when they occur. It has helped Workshop Includes making the best decisions.
thousands of people—and it can help you, your colleagues, and • 17-minute Video This book uses a time-tested, step-by-step, practical framework
Workshop Includes: your organization—experience the power and value of conflict for identifying and assessing organizational issues and for
• Leader’s Guide
• 20-minute Video utilization and how to release the untapped potential present in choosing optimum solutions. It is written in an easy, readable
every conflict! • 1 Participant Workbook style, and uses real world case studies from the authors own
• Five Participant Booklets consulting experiences to explain the assessment and
• Leader’s Guide
Incredible Two Video Set intervention process.
• Self-study Instructions
Includes two videos, one Leader’s Guide, and five Participant Sexual Harassment
Workbooks. New Roles, New Rules
The workshop takes approximately 3 hours to complete. Part One The most effective way to deal with
For time-limited sessions, use only the 20-minute video. The Pinch Theory: Making Conflict Constructive sexual harassment is to prevent it,
This segment of the program explores why conflict exists and is
rather than trying to repair the
damage after it has occurred.
Upon completion of the workshop, participants will be able to:
inevitable in any dynamic relationship. It illustrates strategies for
recognizing when conflict situations may arise and how to reorient
This breakthrough video-based Management
• Make changes in attitudes and behaviors that are not
training program does just that by
providing clear, concise, on-the-job Training Library
conducive to working effectively with others Part Two rules, and step-by-step practical 100 Customizable
approaches to handling potentially
• Have greater awareness of their values, attitudes, and The Three Worlds: Communication Breakthroughs at Work
problematic situations. Participants will come away with a clear under- Activities, Instruments,
behaviors and the impact these have on others In this portion of the program you will learn a proven five-step and Role Plays
standing of what sexual harassment is and what their role is in
• Recognize biases and stereotypes based on gender, race, process for addressing conflict so that the conflict goes to work for preventing it. This exciting new resource includes 100 carefully chosen
religion, age, culture, disability, and life style you, creating a new way of seeing things that respects both points of management training activities, assessments, role plays, and
• Develop solutions to diversity problems in their workplace
view and generates breakthroughs in understanding and After successfully completing this program, participants exercises that you load on to your PC and customize to meet a
will be able to: wide variety of management and supervisory training needs.
• Understand, based on the legal definition of sexual harassment, Use your PC to instantly search the activities by topic,
the difference between acceptable behavior and that which is title, or even activity length. Review the activity on
harassment screen, then print it out for immediate use or
Fieldbook of Team Interventions • Define how sexual harassment harms the victim, the harasser,
customize the material using your Wordperfect® or
Microsoft® Word software.
C. Harry Eggleton & Judy C. Rice and the organization
Print as many copies of the activity as you need, or
This fieldbook makes implementing successful team interventions simple! Within minutes you can identify an area • Recognize that men and women have different fears about the send activities electronically to other computers (at your location).
for team enhancement and have an array of proven intervention options to choose from. The book provides a issue of sexual harassment With the capability to easily change the text using your word
total of 39 interventions for 4 essential elements of effective teaming: Goals, Roles, Processes, and • Identify five different categories of sexual harassment processor, you will save valuable time by not having to create
Relationships. Throughout the fieldbook you’ll find examples, hints, and comments that make the interventions training materials from scratch.
• Describe common responses to sexual harassment
accessible, approachable, and most importantly, effective.
• Outline an appropriate method for responding to an incident of
These team interventions have been field-tested and reviewed by leading practitioners in the HRD field to ensure
that they are understandable and clear. Each one is presented in a user-friendly format covering when to use it,
its purpose, time requirements, and a detailed guide which includes scripts, flowcharts, and reproducible masters. • Follow five basic guidelines to avoid harassing behavior
The Complete The Heart of Coaching Introducing—Selling Made Simple,
The Skills You Need to Manage a motivational sales skills program
Management Skills Using Transformational
the Free Agent Workforce
Assessment Kit Coaching to Create a
12 Reproducible Thomas G. Crane
Bruce Tulgan’s JUSTinTIME Selling Made Simple
Instruments for Trainers Steve Sullivan
Mike Woodcock & Dave Francis
The Heart of Coaching introduces
Transformational Coaching— Leadership Workshop Selling Made Simple is a
stimulating, multimedia program
The Complete Management a fundamentally different way of
approaching the process of leading that provides a powerful new
Skills Assessment Kit has a perspective for business-to-
special emphasis on the different styles of adult learning. Trainers others to enhance their performance. Managing the Free business salespeople. Steve
will become familiar with adult learning theories which will aid them It creates egalitarian, mutually Agent Workforce
supportive, high-trust partnerships between people that transcend Sullivan redefines a process that
in understanding how each individual prefers to learn. It has has been made overly complex.
become increasingly clear that each employee needs to contribute the traditional boss/subordinate roles. Shifting your mindset from Bruce Tulgan
“The Boss” to “The Coach” is essential for this transformation, and His clear, focused message will
positively to their own workplace development. Today, leaders and give your sales representatives
this book is a clear guide for developing employees who are
This series of management assessments provides trainers with managers must be new, pro-active ideas to help them
motivated, effective, and happy in their jobs. Transformational
user-friendly materials which can be used in a variety of settings. lean and flexible, get results and accomplish their
Coaching is the requisite skill for today's leaders, managers, and
Also, The Complete Management Skills Assessment Kit is fully maintain access to the goals.
supervisors, who choose to enhance their personal effectiveness
reproducible, saving trainers time and money. talent they need, and
and the performance of those they lead. Selling Made Simple is filled with insight, techniques, and
maximize that talent
performance models that guarantee understanding. The program is
on an as-needed
structured to accommodate variable skill sets and, depending on the
basis. The JUSTinTIME Leadership Workshop is designed to
needs of the participants, can be shortened or lengthened.
50 Case Studies for help you teach your managers the best practices for managing
the free agent workforce in the new economy. This workshop The video reinforces the message that selling is the act of gaining
Management and will equip your managers with systems and practices to help influence. The video identifies behaviors that can be learned,
Supervisory Training The Encyclopedia of them get the best work out of the best people on a consistent which will have a positive impact on gaining influence. Eight specific
Dr. Alan B. Clardy
Games for Trainers basis—wherever, whenever, and however those people can
topics are discussed with distinct transitions, allowing the facilitator
to utilize the video as needed.
Andy Kirby JUSTinTIME Leadership is a highly innovative approach to
Managers and supervisors will sharpen
management founded on extensive research. The basic
The Selling Made Simple Program Includes:
their analytical and decision-making Use these participative training
techniques to rejuvenate, challenge, assumption of JUSTinTIME Leadership is quite simple: the new • An inspirational 30-minute video, shot in magnificent
skills with this new collection of fully
and motivate participants. This collection of over 145 group games economy will increasingly demand that companies move surroundings
reproducible case studies. Based on
actual, real-life situations, these will get participants involved in the learning process and add beyond static long-term staffing models toward a more fluid • Individualized selling skills assessments to determine
exercises prepare supervisors and team leaders for the challenging substance to new or existing programs on any training topic. model; in response, most successful companies will organize learning needs
problems they face in today’s complex workplace. themselves around small core groups of longer-term employees
In addition to providing you with a substantial stock of games, and rely on large fluid talent pools. For managers, this will • Interactive Participant’s Workbook with self-study exercises
the manual includes an in-depth discussion of the unique dimension
Each case study includes: that well-presented games add to a training session. It covers
mean drawing on the talent pool as needed to staff projects, • Personalized sales action plans
tasks, and responsibilities; consequently, a whole range of • A comprehensive Instructor’s Guide for a one-day workshop
• Summary of the case proper preparation for the use of games in training, techniques for management practices will undergo fundamental changes.
• Discussion questions which evoke thought and analysis providing feedback to participants, and methods for choosing a • Diskette with PowerPoint™ presentation
game that is right for your audience and subject matter. JUST in TIME Leadership outlines best practices for getting the • Steve Sullivan is the award-winning presenter
• Suggested solutions to the problems presented advantage by maximizing human talent in the unpredictable,
Encyclopedia Contains high-speed, high-tech, knowledge-driven, fiercely competitive, Program Modules:
• A complete chapter on the role of training games new global economy.
• Motivational Acceleration
• An innovative section on how to devise your own
Training House training games
Benefits of JUST in TIME Leadership practices: • The Power of Knowledge
• Gaining Influence
Reproducible Games • 148 group games
• Human resources that grow at desired levels without
compromising productivity • Positive Perception
and Simulations • An index of games by objective
• An improved return on recruiting and training investments • Personalize the Relationship
Training House • The ability to seize, first and fast, the opportunities of the new • Create a Network
market as they emerge • Become a Better Communicator
Hands-on experience is the name of
the game with this unique spectrum of
The Negotiation • A dynamic corporate culture that promotes innovation • Escape the Rut of Mediocrity
learning opportunities! Sourcebook Workshop Package Includes:
• Stand Your Ground
This diverse collection of reproducible games and simulations • A Selling Action Plan
makes learning a fun and participative way for employees to gain
edited by Ira G. Asherman & • Complete Leader’s Guide to JUSTinTIME
experience in the key concepts and skills essential to their success Sandra Vance Asherman Leadership
in the workplace. It is an ideal resource for trainers looking for a This extensive collection of readings is • PowerPoint™ Presentation
creative way to instill new ideas and skills, but who do not have the designed both for people who negotiate
time to develop a new game on their own. This valuable assortment • One JUSTinTIME Leadership Workbook
and for those who design negotiation
of 18 unique training games is ready to use and includes clear (Each workbook includes one copy of the
training programs. The articles cover a
objectives, detailed instructor guidelines and reproducible materials pocket guide, JUSTinTIME Leadership.)
cross section of the type of negotiations
for participants. today’s business person is likely to encounter. Includes
Enjoy a 5% discount on any single purchase of
reproducible training aids. 5 or more items in this product catalog
Organizational Learning Concise, cost-effective guides your Strategic and Influence with Integrity
Stephen J. Gill staff will use every day! Business Planning Marlene Caroselli
Organizational learning requires constant reexamination Stephen G. Haines This guide offers ways to continuously improve
of one’s ideas while engaging in a long-term effort to alter
the practices of the organization as a whole. This guide is The Pocket Guide Series This guide will aid you in applying the Systems
Thinking Approach™ to your strategic and
your skills of persuasion. Whether you are in
management or on the shop floor, the ideas
intended as a easy-to-use reference that will help you presented will help you make your influence more
Today’s busy leaders and knowledge workers are business planning by explaining how to develop
identify learning strategies which you can then adapt to powerful, more positive, and make your sphere of
looking for informative, to-the-point self-study a strategic plan, ensure successful
your particular circumstances. influence wider and wiser.
resources that will answer questions, stimulate new implementation of the plan, and build and sustain high
thinking, and help them solve problems. performance over the long haul.
Project Management At only HK$90 per guide, these attractive, authoritative
resources are ideal for distribution to promote new Leadership Skills
Michael Greer corporate initiatives, use in seminars and workshops,
and to have on hand in your corporate training library
Effective Meetings Peter Stark & Jane Flaherty
If you want a concise distillation of all the essential tasks
for self-directed learning. Steve Kaye, Ph.D. No matter how you arrived at your supervisory
an effective project manager should be doing, this is the
position, you need a specific set of skills to work
book for you. The guide contains a set of worksheets, Each guide covers an important emerging topic such This complete guide to effective meetings will successfully with your employees. Written for those
guidelines, checklists, and other tools to use to perform as systems thinking, creativity, and mentoring, or show you how to prepare for success and end who want to not only survive, but thrive in their
specific project management tasks in a step-by-step presents a contemporary treatment of enduring issues with results. It includes structured activities that leadership role!
fashion. including conflict resolution, performance keep everyone focused on your issues, practical
management, preventing sexual harassment, and techniques for dealing with unproductive
team sponsorship. Checklists, job aids, and other participants, and essential considerations for
Dealing with Conflict learning aids are included. high tech meetings. Team Sponsorship
Lois B. Hart, Ed.D. Sarah Pope
This guide is for leaders who want to learn skills that will
prevent and resolve conflicts and ensure a better working
Documenting Employee For those responsible for starting new teams,
providing direction, allocating resources, removing
environment. Readers will learn how torecognize patterns The Manager’s Pocket Performance roadblocks, or serving as an all-around champion for
of conflict, identify causes of conflict, prevent conflicts high-performance work teams.
from developing and apply conflict resolution techniques. Guide to Effective Terry L. Fitzwater
Mentoring This guide will help you document and change
unwanted work behaviors before they become
Norman H. Cohen, Ph.D. issues for termination. It includes information
Systems Thinking & Learning This book is a practical reference to on: a four-step progressive discipline process eCommunication
Stephen G. Haines effective mentoring in a format that and how to apply it; clarifying gaps in execution vs. gaps in Laurie Benson
provides quick access to the important concepts and knowledge; behavior modification through corrective action;
a process for documenting performance issues; and a look at E-mail, voice mail, conference calls, and
This book provides managers with many practical new techniques of this unique, powerful, one-to-one learning
the legal framework surrounding discipline. videoconferences have revolutionized
Systems Thinking tools and the main concepts of model. communication. Companies are dependent on
Systems Thinking to enhance individual, team, and
technology to link personnel across cities, states,
organizational learning, change, and performance.
and countries, especially as virtual teams become
Preventing Sexual Performance Management more a part of our business environment.
Yet, companies rarely provide formal training on how to manage
Harassment Sharon G. Fisher these resources. This book provides guidelines for communicating
Creativity Terry Fitzwater
This guide clearly spells out the specific steps
to ensure improved performance organization
effectively through e-mail and voice mail, suggestions for getting the
most out of your conference calls and videoconferences, and creative
Alexander Hiam The pocket guide covers the investigation wide. Learn how to: analyze performance, and practical suggestions for communicating with, building, and
process and how to properly document pinpoint gaps in performance and determine managing your virtual team.
This guide helps break through the barriers to your own
incidents; it includes exercises to instill what’s causing them, develop practical
creativity and shows you how to develop a realistic,
ownership and facilitate understanding strategies for maximizing performance, and
useful creativity process. Includes process tools and
methods, a personal creativity assessment, a checklist of
among employees to generate commitment to harassment
get the most for your training dollars.
factors that destroy creativity, and a training transfer
assessment. Emily A Sterret, Ph.D.
Employee Relations One of the keys to becoming a true leader is
Effective Writing emotional intelligence. Emotional intelligence
Public Presentations Steve Gladis, Ph.D.
Terry Fitzwater quotient (or EQ) encompasses qualities that go
Packed with insight and key skills for those beyond general intellectual intelligence and
Steve Gladis, Ph.D. This pocket guide can help whether you’re new to the process of management or anyone technical competency. EQ includes self-awareness,
This compendium of tips will help any manager learn the in charge of a group of writers, or a person needing new ideas and tools concerning self-control, self-confidence, motivation, empathy,
survival tactics of public speaking. Dr. Gladis presents interested in improving his or her own relationship management. Helps define how and competencies in the social environment. These hallmarks of a
the material in an informal and informative manner, writing skills. Easy, practical how-to steps management practices and styles, organization true leader can be learned. The activities in this guide will help
providing how-to steps to make the process of presenting will guide you towards more effective policies and procedures, and employment laws strengthen the reader’s EQ skills, resulting in a more successful
easy and effective. writing. impact employee relationships. career and a more satisfying life.
Success happens one moment at a time— Newly revised and updated!
The Skills Managers Need to Retain Their Employees begin taking action right now!
The Manager’s Pocket
Introducing the FAST Feedback Program Guide to Recruiting the
Workforce of the Future
FAST Feedbacktm Bruce Tulgan
Coaching Skills for Managers The Manager’s Pocket Guide to Recruiting
Bruce Tulgan the Workforce of the Future will show
employers faced with a lean, post-
FAST stands for Frequent, Accurate, Specific, and downsizing organization in the midst of a
Timely, and FAST Feedback is a new approach to
tight labor market, how to develop and
coaching-style management in sync with today's
implement hiring solutions. Employers
fast-paced, rapidly changing workplace. Research shows
should no longer recruit for the long term, but to get the job done
that the number one factor affecting employee
performance is the employee’s relationship with his or today, tomorrow, and next week. The key to continued success for
her manager. The most successful teams—those with companies now is the ability to adapt rapidly to new circumstances.
high morale, high productivity, and low turnover—are the Staffing may have to expand quickly in one skill area, or contract
teams led by coaching style managers who know how to quickly in another—or do both at the same time. Strategies for staffing
give employees the kind of fast feedback they need. must therefore be geared to this reality. The best practices outlined in
This program is designed to teach those in positions of this pocket guide are presented as keys and processes supplemented
supervisory authority how to bring out the best in the by worksheets and checklists intended to give your organization the
people they manage. advantage when it comes time to quickly and effectively bring in the
FAST Feedback will transform the role of managers The FAST Feedback program focuses on four key skills: Career Skills for the talent you need.
and dramatically improve the relationships between
managers and their direct reports. Once a critical mass
New Economy Seminar
of your managers begin practicing FAST Feedback,
this behavior change will create a dynamic environment
of ongoing results-oriented dialogue; build trust; increase
FREQUENT Each employee has his or her own unique
frequency. Giving employees feedback at their
unique frequency is the key behavior.
How does one run their working life and career in the midst of
productivity; accelerate turn-around time; and invigorate Identifying and tuning into each employee’s the most profound changes in the economy since the Industrial
your corporate culture. frequency is the key skill. Revolution? The old-fashioned career path is dead. Now Improvement
The FAST behaviors and skills are taught in a four-hour
program through a combination of video, leader
presentation, group interaction, and individual exercises.
ACCURATE Every instance of feedback affects trust and
performance. Giving feedback that is correct,
balanced, and appropriate is the key behavior.
individuals are forced to reinvent success, and most of us are
making it up as we go along. No matter where you work, no
matter what you do, you are on your own. The only success an
individual is going to achieve is the success that that he or she
David Dubois, Ph.D.
Use this assessment package to
Stopping to reflect, question assumptions, determine which elements are
Trainer’s Package check facts, and rehearse are the key skills. creates for him or herself. missing from your organization’s
Leader’s Guide, the vignette-driven FAST Feedback
Video, and one Participant Package.
SPECIFIC Telling people exactly what they do right and
exactly what they do wrong is not specific
enough. You have to tell people exactly what
This seminar is about creating success for oneself in the new
economy. It offers you best practices that come directly from
the real strategies of real people who are really succeeding on
improvement program. The easy-
to-administer checklist will reveal employees’ perceptions of
you want them to do next. That is the key their own terms. These practices are among the most your performance improvement program as a whole as well
Participant Workbook, the pocket guide FAST Feedback, behavior. Setting concrete goals and deadlines as their opinions about each of the program elements.
important findings of ongoing workplace-interview research
Second Edition, a FAST Feedback Toolkit on CD-ROM with clear guidelines are the key skills. conducted by RainmakerThinking since the mid 1990’s.
with practical tools from the program to help participants
apply the FAST methodology to every direct report, and
a reminder wallet card. T
TIMELY The closer feedback comes in proximity to the
performance in question, the more impact the
feedback will have. The key behavior is giving
The underlying assumption of Career Skills for the New
Economy is that, in the new economy, individuals will have to
Self Study Package feedback immediately. Effective time
be extremely good at fending for themselves if they are to
survive and succeed. The most successful people will position
management is the key skill.
FAST Feedback, Second Edition, poster, wallet card,
and the FAST Feedback Toolkit CD-ROM.
themselves as free agents and sell their skills and abilities on Assessment
the open market. Even those who work for the same employer
for years on end will have to take responsibility for their own Instrument
success and security.
William J. Rothwell, Ph.D.
Seminar Includes: This instrument will help you
Best Practices in Leadership Development • Complete Leader’s Guide to Career Skills for the New
maintain your quality of training,
but offer it faster—in real time and
Case Studies, Instruments, Training as work is performed. It measures employee perceptions of
• PowerPoint™ Presentation how often and how well your organization is creating
edited by David Giber, Louis Carter, & Marshall Goldsmith conditions that support just-in-time training. Measures
• One Career Skills for the New Economy Workbook (Each classroom training efforts, planned and unplanned on-the-job
This book is a rich resource for anyone involved in leadership development. The editors have selected 15 top workbook includes one copy of the paperback, Career Skills
leadership development programs from the 350 organizations that Linkage Inc. and Warren Bennis studied in training practices, coworker “peer training,” and other methods
for the New Economy) of training in real time.
1998. Using a case study approach, the editors detail the models, tools, training, and other elements that have
made these programs so impactful. The cases represent a variety of industries, governmental agencies, and Each includes a fully reproducible Data Collection Instrument
health care organizations covering leadership at all levels. Use these practical tools, insights, competency models, and 1 Administrator’s Handbook
and assessments to analyze and improve your own leadership development programs.
Building Interpersonal Preparing the Future Developing Employees Surviving Workplace
Influence Leader developed by Human Technology, Inc. Change
Persuasion and the ability to influence All employees can—and should— Today’s competitive environment and In order for individuals to be successful
are of paramount importance in many develop and showcase their leadership workforce diversity require leadership in today’s changing environment, they
business situations. This workshop shows qualities, regardless of their current approaches targeted to the individual have to come to understand their own
participants how building influence in position in the organization and their developmental needs of people. reactions to change and develop
relationships can help them be more ultimate career choice. By helping This course will help managers, practical techniques to constructively
effective in accomplishing their work participants identify the leadership skills executives, and team leaders develop deal with the personal impacts of
responsibilities. The course uses the and behaviors they need to develop, and enhance their skills in identifying change. This workshop is appropriate for
Insight Inventory (see page 19) to identify personality types and this workshop provides a springboard from which they can pursue and capitalizing on individual differences, using effective all levels of employees and explores topics like natural resistance to
tendencies and to build influencing skills through improved specific skill-building training and development while in their current communication, building motivation, and facilitating their employees’ change, differing individual reactions to change, and developing tools
communication. The workshop is ideal for team leaders, managers, job. movement though levels of developmental performance. to cope with change. By learning about four thinking preferences,
sales and customer service professionals, and anyone else who must participants learn how specific changes affect individuals differently.
maximize their positive impact on others to increase effectiveness on
This workshop is ideal for potential supervisors, managers, Workshop Includes
team leaders, project leaders, or program leaders. Workshop Includes
the job. • Instructor’s Guide with lesson plans and activities
This 2-Day Workshop Includes Workshop Includes • Fully Reproducible Participant Coursebook • Instructor’s Guide with lesson plans and activities
• Instructor’s Guide with lesson plans and activities • Transparency masters • Transparency masters
• Instructor’s Guide with lesson plans and activities
• Fully Reproducible Participant Coursebook • Fully Reproducible Participant Coursebook • 1 INSIGHT Inventory • Fully Reproducible Participant Coursebook
• 1 INSIGHT Inventory • Pre-workshop self-assessment
• Transparency masters • Fully Reproducible Development Guide
The Human Diversity
Team Communications Workshop
Transforming Workplace 50 Activities for This workshop identifies the
characteristics of high performing teams, George Banks, Ph.D.
Conflict Interpersonal Skills and facilitates the skill development
needed to achieve these standards.
This workshop is a “how-to” workshop for
In this workshop, managers, supervisors, Training Both new and established teams will
developing skills for working with
individuals from diverse backgrounds.
and team leaders learn to manage benefit from this workshop by improving
Sue Bishop & David Taylor their active listening and reacting skills,
Participants will learn how to prevent
conflict by identifying conflicting bias and discrimination and tap into the
personality styles. Participants learn to These active learning sessions cover and by learning how to plan and lead
human potential of their diverse work force. The activities in this
view the sources of conflict as differing vital people skills such as effective team meetings. Participants will use the INSIGHT Inventory
workshop provide a forum for participants to practice their
perceptions of facts, methods, goals, or assertiveness, listening, decision (see page 19) to evaluate how their behavior styles are currently
interpersonal skills, goal setting skills, and decision making skills in a
values. The most appropriate of five making, motivation, presentation skills, impacting team performance. The course is designed for both team
number of diversity scenarios.
conflict management styles is then applied to address the situation: leadership, and teamwork. Each activity is fully reproducible, and leaders and team members.
avoiding, smoothing, bargaining, forcing, problem solving. all participant handouts and transparency masters are included. Each ready-to-use activity in the workshop takes 10 to 30 minutes to
By mastering conflict resolution techniques, working relationships Each activity takes 1-3 hours to complete. This 3-Day Workshop Includes complete, and the workshop materials support two days of training.
are improved and the best solutions to problems are found. • Instructor’s Guide with lesson plans and activities
Workshop Includes Training Objectives • Fully Reproducible Participant Coursebook
• 1 INSIGHT Inventory • 217-Page Instructor’s Guide with Facilitator’s Notes and
• Instructor’s Guide with lesson plans and activities • Develop a whole range of interpersonal skills Transparency Masters
• Improve management performance • Transparency masters
• Transparency masters • 108-Page Fully Reproducible Participant Workbook with
• Fully Reproducible Participant Coursebook • Facilitate the flow of information within the organization Handouts, Worksheets, and Checklists
• 1 Conflict Style Inventory and 1 INSIGHT Inventory • Enable managers to understand and motivate their staff
50 Activities for
Conflict Resolution Effective Listening
Human Resource How to Empower an Jonamay Lambert & Selma Myers
This workshop presents techniques for
Development: Organization This collection of activities,
accurately interpreting both verbal and
nonverbal aspects of a message in order
A Strategic Approach Unleash the Latent Power of Your self-assessments, and exercises is
especially useful as a resource to
to improve overall job performance.
Participants will analyze a series of
William J. Rothwell & H.C. Kazanas
Workforce from Goals to Action introduce the issue of conflict and its barriers to effective listening and
Rex L. Meade resolution as a part of workshops on management, leadership, methods to successfully overcome them.
Learn how to develop long-term communication, negotiation, and diversity. The workshop is designed for all
strategic plans for your training How to Empower an Organization is a employees, managers, supervisors, and leaders whose productivity
department. This book describes how step-by-step handbook that The book is fully reproducible and flexibly organized in two sections. and performance depend upon superior listening, comprehension,
to further HRD goals by establishing a provides you with all you need to know Part One includes 25 interactive group learning activities to explore and concentration skills.
sound purpose statement, assessing about empowerment, filled with hundreds of insights and helpful conflict and provide practice in skills that help to resolve it. Part Two
consists of 25 individualized exercises and assessments that are
the learning needs of all job categories in the organization, and hints that will enhance your knowledge and help build a highly
ideal for pre-work prior to group training sessions, or they can be
implementing the use of appropriate employee training. Packed with competent, empowered workforce. Chapters cover empowering
case studies, worksheets, and other tools. distributed to participants for their own self-development. All of the • Instructor’s Guide with lesson plans and activities
behavior, empowered behavior, managing change, teams and
teamwork, and more. activities and assessments are reproducible and include participant • Fully Reproducible Participant Coursebook
materials and notes for the instructor. • Transparency masters
Analysis not paralysis... Improve Your Skills and Important new research on programs and Includes 34 ready-to-use
Deliver Quality Training! practices in leadership development design layouts
Job Analysis at the
Speed of Reality The Trainer’s Handbook Leadership Terrific Training
Darin E. Hartly for Participative Development Materials
The modern work environment is fluid Learning Procedures and Practices, High Impact Graphic Designs
and dynamic. Keeping accurate and
Fredric H. Margolis & Bonnie J. Swan
Future Directions, Examples Darlene Frank
up-to-date job analysis is vital to the
health of any organization, whether it
and Models Learn how to incorporate the power
Improve your ability to deliver quality training! The Trainer’s
is to assess training needs or to know how and where to make Saratoga Institute and the American of more effective graphic design in
Handbook for Participative Learning is written for people who are
cutbacks if needed. Job Analysis at the Speed of Reality is the tool Management Association your manuals, handouts, and job aids. This unique resource will
involved in participative training, which focuses on delivery skills
you need to keep your job analysis on track. Gone are the days of help you improve the visual appeal and effectiveness of your
(a multilateral approach to learning that engages participants)
job analysis spanning months: the longer an analysis takes to New markets, new technologies, and printed materials through the use of graphic design techniques.
instead of platform skills (a unilateral approach to learning that
complete, the quicker the data acquired become invalid. Job new workers are transforming the Whether you’re designing a one-page handout or a 200-page
involves speeches, lectures, and presentations). If you are new to
Analysis at the Speed of Reality details a streamlined, way companies operate. And as companies change, so do the skills leader’s guide, this book is a rich resource you can turn to for
the training field, this guide will help you develop the necessary
business-oriented job analysis process that is sound enough to be required to lead a dynamic, thriving organization. layout ideas and advice.
skills to succeed; if you are an experienced trainer, this is an ideal
used as the basis for performance-based behavioral change. tool to help you reinforce your skill base. This book gives you the most up-to-the-minute data and in-depth A resource section includes 34 ready-to-use design layouts for
The benefits to the new process outlined in this book include: analysis—plus 11 case examples and models. It reveals what workbooks, handouts, instructor guides, and job aids. All the
This handbook also helps you maintain a good climate through
• Gathering job data quickly 51 companies are doing to develop effective leaders, and reports specifications are included so you can quickly and easily reproduce
every stage of the training process, which extends beyond the
• Making job-based training recommendations rapidly on topics such as: these proven graphic designs in your own training materials.
classroom environment. Included is a training checklist which will
• Saving money on costly consultants for job analysis take you through the training preparation process from three weeks • How the nature of leadership is changing
before to the day of the session. This is an ideal resource for • What skills and traits are important for leaders today
• Using a repeatable, consistent process across an organization
trainers at every level of experience! Part One: Graphic Design Elements
• Creating validated task lists that can be used in a variety of • Which traits or behaviors are ineffective or damaging
1. Four Design Basics
ways • How CEO leadership and company culture are 2. Type
The first portion of the book deals with the theory of job analysis, closely connected 3. Lines
which leads into the Field Book in the second portion which • How companies are identifying high-potential, 4. Boxes
includes a facilitator guide, templates, materials checklist and setup, next generation leaders 5. Shading
a glossary of terms and acronym list, a job analysis Internet • What programs are used to accelerate the development of 6. Graphics
resource guide, references, and a bibliography.
Dealing with high potentials Part Two: Examples of Training Materials
Conflict Instrument • What methods are in place for evaluating effective
leadership style 2. Handouts
Guaranteed to increase the involvement and Alexander Hiam
• How companies are anticipating future changes to how they
3. Instructor Guides
4. Job Aids
content retention of your participants Negotiation is a difficult endeavor— develop leaders
one that requires considerable skill and
1. Document Planning Checklist
thought. The normal negotiating
2. Consistency Checklist
behavior, as typically practiced in
All New Tricks for business and social contexts, does not generally produce high levels
of satisfaction for either participant. The Dealing with Conflict
Trainers Instrument (DWCI) will help change this by encouraging conflicting Competence at Work The Performance
parties to shift to a more collaborative style in order to find and pursue
57 Tricks and Techniques to shared interests, creating a win/win outcome. Models for Superior Measurement,
Grab and Hold the Attention of Performance
Any Audience…and Get
The Dealing with Conflict Instrument presents five conflict-handling
styles: accommodate, avoid, compromise, compete, and collaborate,
Lyle M. Spencer, Jr., Ph.D., &
Magical Results! which encompass all the effective ways of dealing with conflict.
By completing the Dealing with Conflict Instrument—Self, participants Signe M. Spencer Appraisal Sourcebook
Dave Arch with a Foreword by Bob Pike, CSW will learn about their own natural style tendencies, while the This book, based on the landmark edited by Craig Eric Schneier, Ph.D.,
information gathered from the DWCI 360-Degree Feedback set will McClelland/McBer job competence Douglas G. Shaw, Richard W. Beatty, Ph.D., &
Will your next presentation be a success? Will participants be actively give them insight into how they are perceived by others when assessment (JCA) methodology, Lloyd S. Baird, Ph.D.
involved and interested in your session? Most importantly, will they resolving conflicts. The combined results of these assessments provides an accurate, objective,
retain what they have learned? indicate which styles of conflict resolution need the most improvement. This sourcebook provides complete
easy-to-learn way of predicting job performance and success.
This new book will show you how to break free from the traditional It systematically presents the components of the JCA approach, coverage of all aspects of performance
Participants will explore the characteristics of each conflict-handling management. It is a collection of articles from today’s most
expectations of participants in order to deliver memorable, style which will help them develop greater style flexibility. In order to including the Competency Dictionary, which lists, defines, and
interesting, and effective training presentations. You’ll gain the provides scoring criteria that can help you predict superior authoritative sources, organized by experts to make it easy for
decide which style is best in a given situation, they will learn to dissect you to get the best information on current trends in the field.
courage to use the element of surprise and curiosity to keep situations, using Conflict Situation Analysis. performance. The book will show you how to:
positive energy flowing throughout your sessions. This is an invaluable resource for those who are designing,
DWCI is a significant improvement over conventional conflict • Conduct the Behavioral Event Interview—a key to predicting
Tricks for Trainers contains proven magic tricks, brainteasers, and employee performance managing, and evaluating performance management systems—
assessments. It shortens usage time, produces clearer and more a practical “how-to” sourcebook on all aspects of performance.
puzzlers that will amaze your audience, get and hold your user-friendly results, and includes helpful support material. DWCI is • Use the Competency Dictionary to interview, survey, and
audience’s attention, energize, help retain learning, and much compatible with most existing training programs and is the easiest develop competency models for specific jobs in your company Includes ready-to-use, fully reproducible handouts, questionnaires,
more. way to update assessment materials. transparency masters to use in presentations and training.
• Use generic competency models for a variety of types of jobs
606 Great Training Ideas!
The best of Bob Pike’s Creative Training Techniques™ The NEW Training Library
These invaluable resources include thousands of tips collected by renowned trainer Bob Pike and Creative Training Techniques™.
Featuring the best articles from TRAINING Magazine and Lakewood
Completely updated and revised, the 12-title library features the best advice and case
Dynamic Optimizing Powerful studies from the past five years of TRAINING Magazine and Lakewood Publications’ three
Openers Training Audiovisual training newsletters: Training Director’s Forum, Technology for Learning, and Creative
Training Techniques. Designed to help novice as well as seasoned training professionals
& Energizers Transfer Techniques have greater impact on their organizations.
101 Tips and Tactics 101 Techniques for 101 Ideas to
for Enlivening Your Improving Training Increase the Impact The Best of Creative Training Techniques The Effective Performance Consultant Making Training Pay Off on the Job
Training Classroom Retention and and Effectiveness of Ideas from your peers on openers and energizers,
Lessons from the trenches on internal
performance consulting. In-depth sections on
Creative ideas for making training “stick” for more
than just a few months. Covers how to construct
Make your training sessions more dynamic Application Your Training keeping training fresh, increasing participant needs analysis, separating training effective job aids, powerful action planning, and
and your presentation style more powerful involvement, using creative resources, making from nontraining solutions, partnering with line getting managers to reinforce training back on the
Show top management how training Capture and hold your audience’s attention technology-assisted training more interactive, and managers, and gathering and interpreting job.
with this collection of 101 effective openers improves on-the-job performance and with this collection of 101 quick and more. performance data.
and energizers. You’ll find quick, practical organizational results by extending easy-to-implement audiovisual tips. Using Technology-Delivered Learning
tips on how to: mentally involve and training’s impact beyond the classroom Filled with proven tips, tactics, and how-tos Adult Learning in Your Classroom Basic Training When and how to use the latest in CBT, CD-ROM,
challenge your participants, facilitate door. Provides 101 low-cost, interactive and that help you: create engaging slide and Classic tips for understanding and motivating The Language of Corporate Education Intranets, the Web, electronic performance
networking using innovative ice breakers, adult learners, improving classroom instruction, Designed for the new trainer. Features support systems, satellite broadcasts, and
proven tips and strategies for adding impact videotape presentations, make the most of videoconferencing to improve your training — and
and relieve stress and energize your group. ensuring training transfer, and evaluating training’s descriptions of the most common terms and
to content review and evaluation your transparencies and flip charts, impact. concepts in the HRD field, including technology- cut delivery costs.
techniques. Includes games, memory and use audiovisuals as learning tools, delivered learning, performance technology,
job aids, and evaluation models. and more. Delivering Training competency models, and more. The Training Mix
Mastery in the Classroom Choosing and Using Media & Methods
Best tips for managing and motivating trainees, Managing Training in the Organization, Book I A guide for matching the right delivery method to
using role plays, case studies, games and group Increase your influence and impact as a training content, audience, and budget. Covers selecting
Managing the approaches, creating audiovisuals, and the best manager. Covers tying training to corporate and working with vendors and consultants.
Front-End of Motivating Creative train-the-trainer approaches for new instructors. strategy, overcoming management resistance to
training, creating a training infrastructure, and Evaluating Training’s Impact
Training Your Trainees Training Tools Designing Training for Results
The latest thinking on writing objectives,
interpreting business trends, politics, and
Tips and ROI models for calculating the costs and
benefits of HRD programs, measuring the payoff
of soft skills training, creating better pre- and
101 Proven Ways 101 Easy-to-Use customizing off-the-shelf training, developing
Managing Training in the Organization, Book II
101 Ways to to Get Them to Ideas for
content for technology-delivered learning, and
designing case studies, simulations, “small-bite” Best practices for hiring and leading a training
post-training tests, and using new technologies to
enhance evaluation processes.
Analyze Training Really Want to Increasing Trainee training, and management development courses. staff, budgeting, creating cost-effective training
and performance consulting, evaluating programs,
Needs—and Get Learn Participation and working with outside vendors and consultants.
Contains 101 classroom-proven methods As training budgets get tighter it becomes
The steps a trainer takes before a session for making your training message not just more important to make the most of
are as critical to its success as the actual clearer, but more interesting to your classroom resources to engage learners
delivery of the material. Discover 101 ideas audience. Learn new ideas for getting and during training. Features 101 easy-to-
for conducting better needs analysis and holding your attendees’ attention and how implement tips to help you actively involve
for taking care of other pre-course
administrative duties — from setting up the
to stress to them the importance of
learners with inexpensive props and
resources, promote creativity with
A collection of the best activities from Creative Training Techniques Newsletter.
room to arranging guest speakers. brainteasers and games, and ease stress
and energize a group during intense
101 Games for 101 More Games
Trainers for Trainers
Features the most timely and timeless articles from Training Magazine Bob Pike with Chris Busse Bob Pike with Chris Busse
101 of the best games from Now Bob Pike brings you
The Best of TRAINING Creative Training Techniques 101 More Games for Trainers.
Newsletter gathered into one book. This is your sourcebook for
Designing and Delivering Cost-Effective Training These classroom-tested games, engaging participants while they
exercises, and activities add spark are in your classroom. You’ll find
From TRAINING Magazine
and energy to your training dozens of games, exercises, and
This is an essential resource for trainers who want to stay on top of the trends, challenges, and issues that can sessions — and help adults really activities specifically designed to:
improve their company’s productivity and profits. For over 33 years, TRAINING Magazine has presented the learn without even knowing it. Included are games for bring a weary group back to life;
thinking of the best and brightest people in the field concerning what it means to do this job, and do it right. improving communication skills, developing conflict lead an audience through a spirited, comprehensive review
The articles in this volume have been selected from back issues with an eye toward providing the reader with both resolution skills, breaking the ice, creating team players, session; break the ice and grab participants’ attention,
a comprehensive education in the theories and practice of HRD, and plenty of nuts-and-bolts help with specific problems. This invaluable and more. and more.
resource includes the best, most timeless advice available to people in the training field.
3 Card sort activities— Give your staff powerful new Innovative tools
All new edition of the
Engaging, competency building activities to add focus techniques for improving for trainers!
definitive resource on teams!
learning with this
and action planning to your training programs!
Best Practices for Teams ready-to-use
Each Training Package Includes
Volume 1and 2 package
• Comprehensive Leader’s • 42 Laminated Cards
Guide with background • Card Sorting Board Glenn M. Parker, Editor
• Five Participant This all new second volume of the best-selling Best Practices for
profiles, lesson plans, and
Action Guides Teams contains the latest thinking and techniques from over 40
expert practitioners in teams. This collection of articles, instruments,
case studies, and training resources covers up-to-the-minute team
topics from measuring, rewarding, and managing the performance The New Fieldbook for Trainers
Building Performance Values of teams, to dealing with new issues like virtual teams and
Accelerated Learning Resource Kit Tips, Tools, and Techniques
Sharon A. Wulf, Ph.D. John E. Jones, Ph.D., William L. Bearley, Ph.D., &
All materials are fully reproducible. All of the instruments and Tim Maples
This stimulating new consensus-building activity training activities are included on diskette (in Microsoft Word Douglas C. Watsabaugh
will help your work groups and teams realistically format), making it simple for you to customize and reproduce these This book and video program clearly present the theory and practice of a
variety of dramatically effective new training and learning techniques called This innovative book is a gold mine of field-tested
analyze, discuss, and profile their values, materials. This book is a must-have if your job involves managing,
accelerated learning. You will see how to deliver programs that shorten learning principles, activities, instruments, and designs. The
strengths, and shortcomings. Using a collection facilitating, training, or leading teams.
time, help participants more effectively internalize new information, and make materials will help you produce high impact training to
of cards which contain statements about key
learning more self-directed, experiential, and enjoyable. Stimulating new support performance improvement initiatives for
business values (such as customer focus, performance measures,
innovation, operational efficiency) participants work together to Strategies for managing presentation methods such as guided imagery, mind maps, individualized
learning styles, active energizers, and using music to enhance learning are
individuals and teams. Everything is reproducible and
even customizable using the word processing files
profile “the way it is” versus “the way it should be” for their team,
group, or the entire organization. Any trainer can use this engaging unsolvable problems introduced through easy-to-implement, practical examples. provided on disk. More than 60 tools, activities, and
designs are included. One look through this fieldbook,
process to stimulate productive communication and help groups The book and resource kit include more than 20 powerful new techniques that
gain critical insights into issues and practices. Participants then plot Polarity Management you can use to put the principles of accelerated learning to work in your
and you’ll agree that it is the most directly beneficial
collection of tools for trainers ever assembled under
the results on a graph and develop action plans to achieve their training.
desired goals. Identifying and Managing Unsolvable one cover.
Problems Direct Benefits of Accelerated Learning
• Increased long-term retention and recall
Barry Johnson, Ph.D.
Customer Service Action Plan Some complex problems simply do not have “solutions.” The key to
• Increased speed and quality of learning
• Changed attitudes toward learning
Sharon A. Wulf, Ph.D. being an effective leader is being able to recognize and manage
such problems. Polarity Management presents a unique model and • Greater productivity through increased motivation and accuracy of work
Good customer service is easy to recognize, set of principles that will challenge you to look at situations in new performance
but often difficult to deliver consistently. ways. Also included are exercises to strengthen your skills, and
This stimulating new training tool will help your case studies to help you begin applying the model to your own
Resource Kit Includes
work groups and teams evaluate your customer unsolvable problems. • 140-page manual
service practices and problems and develop new
Polarity Management will increase your ability to distinguish • 1 video containing an overview, links, interviews, and real life examples
focus and action plans. Using an engaging card
sort activity participants interact and build consensus on priorities, between problems which can be solved and polarities which cannot • 4 audio cassettes of musical selections to enhance learning, creativity, and
practices, and problems, and then develop action plans. be solved, and show you how to effectively manage unsolvable visualization
The results of using this easy-to-administer activity will be renewed
awareness, better communication, improved focus, and practical
50 Activities for Developing Leaders
action plans to improve your internal and external customer service.
50+ Activities to Teach The Competent Leader Lois B. Hart, Ed.D.
Negotiation A Powerful and Practical Tool Kit for This unique volume offers ready-to-use, proven activities
to introduce and develop key skills in leadership training.
Shared Leadership in Action Ira G. Asherman Managers and Supervisors Each activity includes clear objectives, detailed instructions
Peter B. Stark & Jane S. Flaherty on how to run the activity, and reproducible participant
Sharon A. Wulf, Ph.D. This book contains a variety of fully materials.
reproducible exercises to teach and reinforce Learn what skills are required to be a successful
This involving new card sort group activity will
the skills necessary to be a successful leader in today’s business environment.
stimulate your managers, teams, and
negotiator. Each activity includes a detailed The Competent Leader concentrates on the
supervisors to analyze and discuss their current • Leadership theories
description of the exercise, the steps to follow, additional resources, interpersonal skills required to be a great leader.
leadership issues, and develop action plans to
improve their practices, processes, and climate.
and lecture notes for the trainer. The exercises are designed to meet Most people in supervisory, managerial, or other • Team building
the needs of both the inexperienced and experienced trainer. positions of leadership have exceptionally strong technical skills but are not • Values and beliefs
This easy-to-administer activity will help bring focus and harmony to equally strong in their interpersonal skills. This is because most people are
work groups and organizations. When used with different levels of Training Objectives hired and promoted based on how well they perform the “operational” functions
• Visionary leadership
leaders—executive, middle managers, and front line supervisors— • Evaluate participants’ current negotiation skills of a position. This book will aid both new and experienced leaders in • Change and risk taking
this engaging exercise can help align your entire organization
• Demonstrate behaviors characteristic of successful negotiators
concentrating on the necessary skills to fine-tune their relationship-building • Professional development
around principles and practices of shared leadership. Participant skills. The Competent Leader is written in an easy-to-understand “how-to” • Mentoring
booklets enable individuals to relate organizational leadership issues • Find creative new ways to approach problems format; it offers action planning guides and assessments which help transfer
to their own actions and practices.
• Recognition and rewards
• Assess how participants deal with conflict newly learned skills back to the workplace.
• Explore the boundary role concept and its implications
12 studies in Get the inside facts on why and how leading Recognize and resolve the major causes of conflict
competency-based companies have reorganized their HR departments
performance improvement into completely new, business-driven functions. Learning from Conflict
20 Training Workshops A Handbook for Trainers and Group
The Competency for Listening Skills Restructuring the Human Leaders, Second Edition
Casebook Clare Sproston & Glenna E. Sutcliffe Resources Department Lois B. Hart, Ed.D.
David D. Dubois, Ph.D., Editor Train your staff to listen with skill and sensitivity. This volume contains Objectives, Methods, Results The structure of the book is derived from
Dr. Hart’s Learning from Conflict Model,
20 ready-to-use workshops including detailed notes for the trainer, Saratoga Institute and the American
This valuable book contains 12 detailed a simple, clear model that gives basic guidelines for applying its
handouts, and reproducible participant materials. Each workshop
case studies which provide a snapshot
takes 1 to 3 hours.
Management Association techniques to the specific needs of the participants. Instructors will
of how a variety of practitioners learn how to help others accurately name their patterns of conflict,
conceptualized, created, and implemented competency-driven This book is the most important, most understand their reactions, identify the causes, prevent conflicts from
performance improvement opportunities in their organizations. Training Objectives detailed, most current analysis of the developing and escalating, and apply conflict resolution techniques.
A variety of mechanisms and approaches are represented by cases restructuring efforts undertaken in the
• Demonstrate how effective listening can enhance human resources department at 26 Learning from Conflict is written for trainers, facilitators, team leaders,
drawn from organizations from both the manufacturing and service organizational performance and educators. The numerous, fully reproducible sample training
sectors. The cases include projects from areas such as leadership companies—Hewlett Packard, Goodyear Tire & Rubber,
• Improve interpersonal relationships among staff Eastman Kodak, Raychem, and other leading organizations. In a designs, case studies, and activities can be applied in a variety of
development, human resource practices, technical and professional training situations, including communication, supervision, and interper-
training and development, and organization development. • Eliminate common blockages to listening comprehensive, in-depth, and easy-to-read fashion, this book
explains not only why these traditional human resources sonal relationships.
departments are reorganizing themselves into business-driven
functions, but how they are doing it. And it details what results have
Surveying Employees been achieved from aligning the HR function with the business Your Guide to the 21st Century Workplace
John E. Jones, Ph.D., &
Humor Works needs of their organizations.
William L. Bearley, Ed.D. John Morreall, Ph.D.
Plus, you get a detailed, step-by-step case study of a successful
HR restructuring process. In addition to the in-depth analysis of the
The New Work Culture
Access your company’s most Increased productivity. High morale. 26 companies surveyed, this book supplies a detailed case study of HRD Strategies for Transformational
important information source— Effective change management. Reduced the process undertaken at Unisys—along with a model for Management
your employees. This practical workplace conflict and stress. These aren’t effectively reshaping a human resources department.
guidebook will show you how to laughing matters—or are they? Most Philip R. Harris, Ph.D.
develop clear, effective employee business leaders today completely
surveys in order to gather accurate overlook one of the most valuable tools Find Out How to Attract and This book is a reference for leading-edge
managers approaching the 21st century:
information about conditions and
situations within your organization.
available to them: humor.
Retain Key Employees a comprehensive guide to the new work
Using dozens of examples and anecdotes, this book explores the culture. The New Work Culture deals with organizational
The information you obtain will uncover problems like inadequate
internal communication and unclear roles, and will provide you with
connections between humor and creativity, teamwork, risk-taking,
and effective communication. In addition to exploring the benefits of
Retention Management transformation challenges, perspectives on the new work
environment, human resource development in the metaindustrial
an objective starting point for initiating organizational change. humor, the author also provides research-based explanations and American Management Association and work scene, and strategies to exercise leadership in high-tech
The guidebook provides a systematic presentation of the answers to important questions like: What is humor? Why is it so Saratoga Institute corporations. This is an ideal resource for everyone from the MBA
survey-feedback intervention and provides the tools you’ll need to closely related to creativity? How does it reduce stress? student to executives to HRD managers, providing a roadmap to the
promote lasting beneficial change in your organization. All of the Companies today face a serious talent new work environment in the Information Society.
The book also includes exercises and tips to help you experience
steps and issues that are part of the survey process are discussed shortfall marked by heavy financial
the benefits of humor in your work.
in a logical, sequential format, with planning worksheets and consequences: reduced productivity,
checklists included. lost intellectual capital, customer defections, lower sales, and the Job aids for every phase of
high cost of replacing employees. This book explains why
employees voluntarily leave their jobs, what the root causes of the instructional systems design
The key to more effective retention problems plaguing American corporations are, and offers
Getting Results thinking and learning some solutions. Retention Management is a highly readable, Computerized Job Aids
understandable text which supplies the raw data as well as the
Case Studies in Performance textural analysis to explain how companies are dealing with one of for Trainers
today’s most pressing corporate challenges: retaining top talent.
Improvement Systems Thinking and Specifically, Retention Management looks at such topics as:
Sharon G. Fisher
Timm J. Esque & Patricia A. Patterson Learning • The top 5 reasons people voluntarily leave organizations Need a new format for a lesson plan
or a better way to assess your training
• The impact of employee turnover needs? Why reinvent the wheel? Save time with this collection of
What do we mean when we talk about Stephen G. Haines and The Centre for
performance improvement? • Recommendations for successful attraction and retention fully reproducible and customizable resources! The disk contains
Strategic Management® programs
This collection of case studies shows 32 templates to simplify your work in each phase of the instructional
the specifics of how performance Created by Stephen G. Haines, former president of University • Key retention issues facing organizations now and through the systems design process. The looseleaf manual includes another
improvement initiatives—training, new processes, teams, and Associates (UA) Consulting and Training Services, this strategic year 2000 35 job aids as well as printouts of all of the templates from the disk.
reward systems—have had a measurable impact on work groups tool kit and guide provides state-of-the-art information to implement The manual also includes advice and timesaving shortcuts to use
• The hallmarks of a desirable employer
and/or entire organizations. The focus is on using performance and sustain a systems solution to thinking and learning in your during the ISD process, and tips for customizing the templates to
interventions to solve business problems and improve results. organization. Based on comprehensive literature searches, and • Re-recruitment strategies meet your unique training needs.
Several cases are from large corporations (Intel, Motorola, Texaco, General Systems Theory, this comprehensive step-by-step guide • The necessary components for planning and carrying out This product is the culmination of 20 years of experience in
AT&T), and others represent experiences at small and middle-sized includes the knowledge and “proven best practices” of the strategic successful retention strategy all facets of instructional systems design (analysis, design,
organizations including non-profits and government agencies. management theorists, writers, and practitioners. development, delivery, and evaluation) and is sure to add a
professional look to your training materials.
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Best practices in leadership development BPLD HKD 900 INSIGHT Inventory: Form A 5 copies pack IIFA HKD 598
Building interpersonal influence Workshop BII HKD 2,000 INSIGHT Inventory: Form B 5 copies pack IIFB HKD 325
Building performance values Card game workshop BPV HKD 1,000 INSIGHT Inventory: Other 5 copies pack IISF HKD 598
Card games for developing teams CGDT HKD 1,000 Instructional design for web-based training Include a CD-Rom IDWBT HKD 350
Career skills for the new economy seminar: Book MPGCS HKD 100 Interview for success: Complete pack Includes 1 leader guide, 1 participant book, 1 Interivew Generator ISCPNIB HKD 2,800
Career skills for the new economy seminar: Complete pack Workshop CNSES HKD 2,950 Interview for success: Particpant book ISPW HKD 300
Career skills for the new economy seminar: Participant book CSPW HKD 300 Interview generator CD-ROM IB HKD 700
Change Abilitator: Complete pack 1 leader guide, 5 questionnaires CACP HKD 747 Job analysis at the speed of reality JASR HKD 350
Change Abilitator: Questionnaire 5 copies pack CAQ HKD 398 JUSTinTIME leadership workshop: Complete pack Workshop JITLS HKD 4,950
Changing pace CP HKD 350 JUSTinTIME leadership workshop: Participant book JITWB HKD 300
Coaching for result: Assessment 5 copies pack CFRCS HKD 148 Just-in-time training assessment instrument Includes 1 administrator handbook, 1 instrument JITT HKD 700
Coaching for result: Complete pack 1 leader guide, 1 participant workbook, 1 assessment CFR HKD 1,000 Leadership development LD HKD 2,500
Coaching for result: Participant book 5 copies pack CFRPW HKD 748 Learning from conflict LC HKD 600
Communication response style 5 copies pack THCR HKD 198 Learning style questionnaire: Complete pack 1 leader guide, 5 questionnaires LSICP HKD 625
Competence at work CAW HKD 850 Learning style questionnaire: Questionnaire 5 copies pack LSI HKD 325
Competency based performance improvement CBOA HKD 700 Management development questionnaire: Computer based complete pack 1 TestBasesoftware, 10 users MDQCCP HKD 2,985
Competency based performance improvement 2 volumes, a CD-ROM is included CBPI HKD 400 Management development questionnaire: Computer based questionnaire 10 users pack MDQTB HKD 1,495
Computerized job aids for trainers Binder with a diskette in Microsoft Word version CJATM HKD 1,000 Management development questionnaire: Paper based complete pack 1 user manual, 5 questionnaires MDQPCP HKD 747
Computerized management training library Binder with a diskette in Microsoft Word version CMTLM HKD 1,950 Management development questionnaire: Paper based questionnaire 5 copies pack MDQI HKD 498
Conflict style inventory: Complete pack 1 trainer guide, 5 inventory, 5 handouts CSICP HKD 822 Managing conflict constructively handout 5 copies pack MCC HKD 248
Conflict style inventory: Handout 5 copies pack MCC HKD 248 Managing the front-end of training MFET HKD 150
Note : Price is valid till December 2001 Note : Price is valid till December 2001
All Products Are Exclusively Distributed By People Management Services Limited All Products Are Exclusively Distributed By People Management Services Limited
Product Catalog Price List Product Catalog Price List
Title Packing Note Code Selling Price Title Packing Note Code Selling Price
Manchester personality questionnaire MPQ14 1 TestBasesoftware, 10 users MPQ14CCP HKD 2,385 The competent leader CL2 HKD 350
Manchester personality questionnaire MPQ14 5 copies pack MPQ14S HKD 498 The complete guide to facilitation Binder with a CD-ROM CGF HKD 1,250
Manchester personality questionnaire MPQ14 10 users pack MPQ14SC HKD 895 The complete guide to managing change and transition CGMCT HKD 1,000
Manchester personality questionnaire MPQ14: Paper based Complete pack 1 user manual, 5 questionnaires MPQ14PCP HKD 797 The complete guide to systems thinking & learning STL HKD 790
Manchester personality questionnaire MPQ5 1 TestBasesoftware, 10 users MPQ5CCP HKD 2,085 The complete guide to teams: Private sector version Binder CGTPR HKD 1,000
Manchester personality questionnaire MPQ5 1 user manual, 5 questionnaires MPQ5PCP HKD 625 The complete guide to teams: Public sector version Binder CGTPS HKD 1,000
Manchester personality questionnaire MPQ5 5 copies pack MPQ5S HKD 325 The complete management skills assessment kit CMAK HKD 1,495
Manchester personality questionnaire MPQ5 10 users pack MPQ5SC HKD 595 The computer training handbook CTH HKD 490
Motivating your trainees MYT HKD 150 The encyclopedia of games for trainers EGT HKD 1,000
New vision of leadership 5 copies pack NVL HKD 248 The executive's guide to competency based performance improvement EGCB HKD 250
On the edge: Complete pack OE HKD 4,950 The facilitator's tookit Binder FT HKD 1,250
On the edge: Participant book 5 copies pack OEPB HKD 498 The heart of coaching HOC HKD 190
On-demand learning ODL HKD 300 The human diversity workshop 2 volumes, Workshop HDW HKD 1,500
Optimizing training transfer OTT HKD 150 The influence styles inventory: Complete pack 1 trainer guide, 5 questionnaires ISICP HKD 575
Organizational assessment GOA HKD 300 The influence styles inventory: Questionnaire 5 copies pack ISICP HKD 325
Performance based sales training Binder with a diskette in Microsoft Word version PBSTM HKD 950 The manager's pocket guide to creativity MPGC HKD 90
Personal creativity assessment 5 copies pack PCACP HKD 298 The manager's pocket guide to dealing with conflict MPGDC HKD 90
Personal style assessment 5 copies pack SITF HKD 248 The manager's pocket guide to documenting employee performance MPGDE HKD 90
Personal style assessment: Short version 5 copies pack SV HKD 198 The manager's pocket guide to eCommunication MPGEC HKD 90
Planning and managing human resources PMHR HKD 350 The manager's pocket guide to effective meetings MPGEM HKD 90
Polarity managemetn PM2 HKD 250 The manager's pocket guide to effective mentoring MPGM HKD 90
Post heroic leadership: Assessment 1 self and other (set of 3) PHLST HKD 150 The manager's pocket guide to effective writing MPGEW HKD 90
Post heroic leadership: Complete pack 1 leader guide, 1 assessment set PHLCP HKD 649 The manager's pocket guide to emotional intelligence MPGEI HKD 90
Powerful audiovisual techniques PAT HKD 150 The manager's pocket guide to employee relations MPGER HKD 90
Preparing the future leader Workshop LQ HKD 2,000 The manager's pocket guide to influence with integrity MPGIP HKD 90
Preventing sexual harassment Workshop PSHW HKD 1,250 The manager's pocket guide to leadership skills MPGLS HKD 90
Project management for work groups Overhead master is in Acrobat format PMWGA HKD 1,950 The manager's pocket guide to organizational learning MPGLO HKD 90
Project management for work groups Overhead master is in PowerPoint format PMWGP HKD 1,950 The manager's pocket guide to performance management MPGPM HKD 90
Project management toolkit: Complete pack PRMT HKD 2,500 The manager's pocket guide to preventing sexual harassment MPGSH HKD 90
PS Quality Teams: Building a quality team Workshop BQT HKD 2,000 The manager's pocket guide to project management MPGPR HKD 90
PS Quality Teams: Decision making and planning tools for teams Workshop ADMP HKD 2,000 The manager's pocket guide to public presentations MPGPP HKD 90
PS Quality Teams: Facilitating teams Workshop PSFT HKD 2,000 The manager's pocket guide to recruiting the workforce of the future MPGRW2 HKD 100
PS Quality Teams: Problem solving tools and techniques Workshop UPST HKD 2,000 The manager's pocket guide to strategic and business planning MPGSP HKD 90
PS Quality Teams: The problem solving process Workshop PSPT HKD 2,000 The manager's pocket guide to systems thinking & learning MPGST HKD 90
PS Teams: committing to a team approach Workshop TCTA HKD 2,000 The manager's pocket guide to team sponsorship MPGTS HKD 90
PS Teams: Communicating effectively in teams Workshop TCET HKD 2,000 The MbM questionnaire: Complete pack 1 trainer guide, 5 questionnaires MBMCP HKD 525
PS Teams: Creating a shared team purpose Workshop TCST HKD 2,000 The MbM questionnaire: Questionnaire 5 copies pack MBM HKD 275
PS Teams: Evaluating team performance Workshop TETP HKD 2,000 The negotiation sourcebook NS HKD 500
PS Teams: Making team decisions by consensus Workshop TMTD HKD 2,000 The new fieldbook for trainers Binder with a diskette NFT HKD 900
PS Teams: Making team meetings work Workshop TMTW HKD 2,000 The new sales game: Complete pack Workshop NSG HKD 2,490
PS Teams: Planning for team results Workshop TPTR HKD 2,000 The new sales game: Paricipant book NSGP HKD 250
PS Teams: Resolving team conflicts Workshop TRSC HKD 2,000 The NEW training library: Complete set 12 volumes set NTL HKD 2,400
PS Teams: Solving team problems Workshop TSTP HKD 2,000 The new work culture NWC HKD 450
PS Teams: Utilizing team members' abilities Workshop TUTM HKD 2,000 The performance measurement, management, and appraisal sourcebook PMMA HKD 600
Quick wits QW HKD 1,000 The personality advantage questionnaire 10 users pack PAQ10 HKD 1,495
Restructuring the human resources department RHRD HKD 2,500 The personality preference profile 5 copies pack DPS HKD 248
Retention management RTM HKD 2,500 The portable conference on change management PCCM HKD 1,000
Selling made simple: Audio tape SSTA HKD 120 The practical guide to facilitation PGF HKD 350
Selling made simple: Book SSTB HKD 200 The project manager's partner PMP HKD 400
Selling made simple: Complete pack Workshop SSCP HKD 4,950 The questions of diversity Binder with a diskette in Microsoft Word version QD6 HKD 1,000
Selling made simple: Participant book SSTPW HKD 150 The six principles of successful self-management: Complete pack 1 guidebook, 5 assessments DPSI HKD 747
Selling with INSIGHT 5 copies pack SWI HKD 425 The sourcebook for self-directed learning Binder SDLS HKD 800
Service heroes in hospitality: Complete pack Workshop SHH HKD 2,000 The trainer's handbook for participative learning THPL HKD 250
Service heroes in hospitality: Participant book 5 copies pack SHHPB5 HKD 448 The training and development sourcebook TDS2 HKD 500
Service leadership: Complete pack Workshop SLTSP HKD 3,950 The training needs analysis toolkit Include a diskette in MS Word 6.0 TNAT2 HKD 600
Service leadership: Participant book Binder SLTFP HKD 400 The visionary leader: Complete pack 1 trainer guide, 1 questionnaire set, 1 handout VLCP HKD 449
Sexual harassment: Complete pack Workshop SHNRV HKD 4,950 The visionary leader: Handout 5 copies pack NVL HKD 248
Sexual harassment: Participant book 5 copies pack SHNRP HKD 498 The visionary leader: Questionnaire set 5 copies pack VLQS HKD 748
Shared leadership in action Card game workshop SLA HKD 1,000 Trainer's assessment of proficiency: Complete package TAPI HKD 2,500
Skills for internal consultants workshop: Instructor guide Binder SICW HKD 1,000 Trainer's assessment of proficiency: Participant workbook TAPCB HKD 400
Skills for internal consultants workshop: Participant coursebook SICWPC HKD 400 Training clips Binder with a CD-ROM TC HKD 1,000
Strategic employee polls SEP HKD 350 Training house assessment kit Binder THRA HKD 1,950
Survey of organizational climate 5 copies pack SOC HKD 175 Training house reproducible games and simulations THRG HKD 1,950
Surveying employees SE HKD 350 Train-the-trainer workshop: Instructor guide Binder TTWI2 HKD 1,000
Surviving workplace change Workshop SWC HKD 2,000 Train-the-trainer workshop: Participant coursebook TTWC2 HKD 400
Systems thinking and learning SMTK8 HKD 1,990 Transformational coaching workshop TCW HKD 1,000
Team communications Workshop TCS HKD 2,000 Transforming workplace conflict Workshop MC HKD 2,000
Team workout: 50 interactive activities Binder TW HKD 1,000 Twenty reproducible assessment instruments for the new work culture Binder 20RAI HKD 800
Terrific training materials TTM HKD 400 Web-based interactive learning activities Binder with a CD-ROM WILA HKD 500
The best of training BOT HKD 800 What do you say? 5 copies pack WDYS HKD 248
The competency casebook CCB HKD 400 Workforce diversity: Complete pack Workshop WD HKD 4,950
The competency toolkit CTK HKD 2,950 Workforce diversity: Participant book 5 copies pack WDP HKD 498
Note : Price is valid till December 2001 Note : Price is valid till December 2001
All Products Are Exclusively Distributed By People Management Services Limited All Products Are Exclusively Distributed By People Management Services Limited