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Diversity/ Leadership and OD workshop[ catalog

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This is a partial catalog of our diversity, leadership, culture competence, soft skills development, organizational development, and employee engagement workshops.

This is a partial catalog of our diversity, leadership, culture competence, soft skills development, organizational development, and employee engagement workshops.

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  • 1. CONSULTING WITH RESULTS. We build on your number ONE asset: Your Employees.Developing their skills increase their productivity and your revenues Let your differences, Make a difference Sahar Consulting, LLC 9970 Wheatland Ave- Shadow Hills, CA 91040 www.saharconsulting.com (818) 861 9434Interact with us and have a D.I.A.L.O.G™ on our social media channels; 1 All rights reserved@2012- “Sahar Consulting” on: Look for Sahar Consulting, LLC- www.saharconsulting.com
  • 2. Sahar Consulting, LLCWe build on your number ONE asset: Your Employees, with a focus on their positiveengagement, inclusion and Active leadership organizational Growth; aligning theirvision, mission and values with those of the organization; thus creating a reckoningproductive force. Investing in your employees development allows them to perform totheir maximum capacity, enabling and more creative solutions.Sahar Consulting, LLC is a unique resource in the facilitating and development arena asour signature programs ”D.I.A.L.O.G™ ” are exclusively designed to transform the wayleaders, individuals and organizations work to boost engagement and performanceresults, that will translate to better customer service, better productivity resulting inhigher revenues.Our programs are based on “exchanging ideas through conversation™” on bringing outhidden talents, challenges old patterns of behavior and address critical leadership gapsto execute the fundamentals that improve performance and increase results. ABOUT USSahar Consulting, LLC. training courses explain the purpose, principles, keycomponents and benefits of employee loyalty, individual integrity, effectivecommunication, leadership and team development, growth and respect. In addition to,performance and execution strategies to drive results. The courses also contain"Planning Activity".Sahar Consulting, LLC. uses a variety of training methods to achieve your objectives,including: • Speakers • Experiential scenarios, • Questions and answers • Group activities and fun • Assessments& examinations • Practical experience • Kinesthetic and videos • Case Studies, Ice BreakersOur team of passionate, experienced and dedicated professionals will provide youremployees with tools they need to interact with their peers in harmony and positive workenvironment; as well as treating your diverse customers the way they expect to betreated allowing you to tap into the $2 trillion cross-cultural market. 2 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 3. Sample of outcome Objectives:• Promote customer-focused services and products• Emphasize employee involvement and teamwork• Use performance measurements; Focus on results• Rely on data collection and interpretation• Support management that is based on facts• Increase cohesiveness between managers/ supervisors and employees and among themselves, across different departments and with the C-Suite.• Aligning everyone with the mission, vision and core values of the organization• Promote collaboration, innovation and inclusion cultures through self awareness• Increased productivity as result of high morale and high retention rates• Proactive response to issues rather than reacting• Keep communication lines open and deal with the emotio spects of conflict.Why should you use Sahar Consulting, LLCOur global experience in cross-cultural environments based on different age, genders,abilities, disabilities, job titles, education, race, icity and religion cultures makes usunique in personalizing our programs to include all cultures together with theorganizational culture to bring success homeOur D.I.A.L.O.G.™ programs build on what your leaders already have and help themfind their voice, strength and develop the leader within themselves, and build uponwhats currently happening in the organization and increase performance, motivation,and overall effectiveness for the future through strategic planningOur D.I.A.L.O.G.™ programs are interactive, participative and fun provided in a safeenvironment to allow each ones inner strength to blossom.We, at Sahar Consulting, LLC. are looking forward to put our consulting track record,our facilitation, and training expertise to tighten the relationship between youremployees, managers, and the C-suite. 3 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 4. Why Diversity and why care about cross-cultural issues:Increasingly, both research and "bottom line" informat indicate that attending todiversity and cross-cultural issues is an extremely cost-effective investment in termsof human and financial resources for achieving organizational goals.When people feel valued and are at ease in their personal and work space, not onlythey add value but they also increase productivity and creativity ensues.This translates into higher talents recruitment and retention on the internal side andhigher customer satisfaction and customer retention on the external side. v Diversity training Diversity& InclusionOur styles to diversity training addresses it from three levels: Legal, Human and Socio-Psychological approaches where non-discrimination laws are visited, as well asfocusing on cultural awareness to understand why various cultures have adopted thedifferent traditions that support their ways of living are explored, and examining our ownbeliefs, values, and behaviors as well as our own bias and prejudiceOur course promotes a synthesis of knowledge and experience in these areas to allowthe level of awareness to be raised. v Diversity in the workplace: Challenges and advantagesRaise awareness of cultural similarities, differences assumptions in self and others;define supervisor role in managing diversity and in creating inclusive environments inthe workplace.Make a business case for diversity, look at the challenges and advantages of diversityin the workplace.Identify work group problems related to culture, developing conflict resolution andcooperation skills when working with individuals from different cultures; identify, tools toreduce blocks to intercultural communication and how ones personal beliefs and valuesmay affect others, exhibit comfort with self when communicating about diversity, and beopen to and encourage other perspectives, questions and norms. 4 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 5. v Diversity and business etiquettesDifferent cultures exhibit different behaviors and attitudes that affect everyone’s lifeincluding their working styles. Understanding how diversity affect business styles, ethicsand day to day dealing can make or break an organization.With changing demographics and globalization, awareness and education about thedifferent business etiquettes in different parts of the world, between genders orgenerations becomes crucial to success, productivity and growth.In this workshop we will discuss different culture aspects of conducting business,meetings, gifts, management styles, time and relationship management etc… v Conflict Management, Resolution and creative problem solvingConflict is one of the most critical phase of building effective relationships. Theworkshop will motivate the attendees to utilize confli and manage it as an opportunityfor change.Prevent hostile work environments, cultural misunderstandings, discrimination, racism,sexism, harassment and other exhausting patterns. Learn to recognize the earlywarning signs of conflict manage conflict and facilitate co-creation.Visit the factors that fuel conflicts, the types and styles of conflict as well as the differentmethods of conflict management and resolution including mediation, arbitration, settingthe ground rules that will help problem solving. v Respecting Diversity and BeliefsCross-cultural sensitivity training for Americans and all cultures.As our world becomes increasingly global, people are l ly to work with people fromother cultures. Find out how poor communication leads bad feelings and damagedrelationships.The training offers tools to develop cultural sensitivity respect, recognizedifferences in values and priorities, increase cultura awareness in business places andthe work environment, improving communication skills, in sensitivity to religion,beliefs, holidays 5 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 6. v Cultural differences’ CompetenceOne of the first elements of managing diversity is to how ones own culturalvalues influence interactions with other team members consumers, and how theymay impact upon effectiveness in cross-cultural situations.This awareness and honesty about values that are brought to the relationship may helpmodify behavior so that these values are not imposed on the other person. Further, itassists individuals to attempt to understand the cultural values of the employee orconsumer and how they may play out in the relationship.Cultural values determine perceptions of and action toward others who are culturallydifferent and to develop the proper competencies to manage these differences withrespect v Preventing the “ISMs” and discriminationOur unique perceptions of ourselves, our world, and the people who populate our worldare shaped by early learning from parents and other family members, what we learnedin school, our neighborhood, places of worship, and so forth.They help us measure our personal and interpersonal effectiveness, and interpret winformation, or can create distortions, and interfere with our understanding and ability tomanage people who are different.Within the context of diversity there are many "isms," including, but not limited to:rac-ism, sex-ism, class-ism, age-ism and heterosex-ism. What all "isms" have incommon is a regard for all members of a particular group as the same and in anunfavorable light. This workshop will offer tools to limit our stereotypes, prejudices, and"isms" views and behaviors from becoming a barrier to valuing, workingwith and managing todays diverse work force v Christmas, Hanukkah, Kwanzaa or Ramadan: The Holidays ChallengeReligion in the workplace; Holidays are becoming a lot more complicated than adding aHanukkah Menorah to Christmas decorations. Employees who follow other religionsexpect to see some accommodations to their own holidays and religious traditions.Learn how to be sensitive to a diverse team different beliefs, holidays and religionsespecially with the wide variety of religious and cultural differences, like not assumingthat all employees celebrate Christmas, what kind of food and drinks to include orobserve while catering for holiday parties. 6 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 7. Plan vacation schedule as per the different celebration most importantly how tocelebrate your own holiday without feeling apologetic feeling like you shouldn’tmention the word Christmas or Ramadan rather how to ce holidays in harmonywhile recognizing cultural and other differences. v Relationship between Marketing and diversityWe live in a different changing world due to new markets, cross- border acquisitions,global sourcing, outsourcing and initiatives, the internet, virtual teams and Internationalcompetition.Consequences of poor understanding of the influence of cross cultural erences inareas such as marketing, advertising, PR, and negotiat s have great damagingconsequences.It is estimated that U.S. companies lose up to $4 billion annually in failed internationalbusiness. The training will touch on how Diversity, Culture& Marketing intertwine;importance of Cultural awareness and cross- cultural effects on either the success orfailure of marketing/branding campaigns, global marketing and competences of globalmanagers. v Your stereotyping is hurting meKnow the impacts of stereotypes and bias statements, identify why people stay silentand don’t speak up, know to speak up respectfully against hurting and demeaningacts.The workshop offers guidelines for communicating respe and inclusion, ways for howto recover when an unintentional mistake or spoken words have been uttered, as wellas techniques for speaking up against bias and stereotypes. It offers inclusionlanguage, effective communication. v Diversity sensitivity& AwarenessLearn causes for discriminatory practices and create a plan for increasingworkplace tolerance and harmony. Discuss the similarities and differences of differentgroups.How to avoid the toxic effects of negative application of cultural competence becomesvery important within a diverse team. The different protected classes as well as thediscrimination laws will be discussed, clarifying what is a hostile work environment 7 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 8. Leadership Training:Offering leadership training for your employees has a mendous ROI return foremployers in terms of employees attracting, recruiting, retention, motivation and overallproduction as managers and supervisors will be better prepared for the uniquechallenges they face.Employees leave managers and do not leave jobs due to ment styles. Bydeveloping good leaders, your organization can reduce improve morale, andincrease production.Tough times call for effective leaders. Modern businesses face modern pressures. Dueto the increasingly international globalization and therefore cross-cultural nature ofbusinesses, leadership today requires the ability to direct and inspire across culturalboundaries. The leadership skills and qualities are displayed and understood differentlyacross cultures. LeadershipAll training programs are designed to assist participants in formulating specific plans touse new attitudes, knowledge and skills professionally and organizationally after thetraining. Plans of action and road maps blue prints are offered the end of eachtraining course to shape the way to application. v Leadership Training 101Leadership definition, styles and theories. Discuss the characters and habits ofeffective leaders.The workshop leads you to discover your own leadership style and how to connectbetter with your followers. We use the D.I.S.C. Profile (Dominance, Influence,Steadiness, and Conscientiousness) to help participants become better leaders andbetter communicators at work and in their personal lives.The workshop will also cover the seven habits of highly effective leaders, leadershipcharacters and Ethics. v Leadership in cross-cultural EnvironmentsAttendees will learn how to successfully manage and communicate with diverse teamsfrom different backgrounds.Factors affecting cross-cultural leadership will be unraveled as well as the qualities of agood global leader. 8 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 9. They will learn how culture affects teams’ expectations, perceptions and behaviors andhow it affects the leadership styles, and how self bias and prejudices affect decisionmaking and behaviors. v Building Multicultural/ virtual teamAs the world becomes a small village, employees increasingly work with people fromother cultures. To survive in today’s global market, you must train your employees towork effectively with other cultures either in multi-cultural or virtual team settings.The workshop will help discover powerful techniques for working effectively with othercultures. Some of these tools are: Learn generic principles for managing global workingrelationships, challenges and the secrets of effective cross-cultural leadership, find outhow to communicate effectively with other cultures, deal effectively with differences invalues and priorities, discover how to build effective working relationships and the roleof culture in these relationships, understand that awareness and respect is a two-waystreet.How to deal with language and translation issues, deal effectively with time zones, andresponse time. v Cultural CompetenceThere are some intercultural skills that are crucial to develop competencies to reachacross the diversity in teams.The most important are discussed in the workshop. Some are: to be aware of onesown culture, as well as ones own limitations; being a how cultures influence ourown psyche; practice empathy with others; respect other cultures; be non-judgmental;be aware of stereotypes and learn from interacting; re to people that are not thesame as we are and communicate effectively with them; flexible and consistent tobuild trust. v Effective communication in diverse teams & FeedbackBad communications affect any organization negatively by decreasing morale, highabsenteeism, inability to retain talents and employees and high turn-over that results inlow or non-productivity. 9 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 10. The higher the diversity in the team the higher the risk of communication mishaps, andthe more communication barriers exist. The workshop increases the team’s andleaders’ impact by focusing on respectful speech and behavior, as well as utilizingconstant constructive feedback as a motivator for increased employee performance. v Team BuildingDefine and share a clear understanding of the organizations mission, vision, values,and goals; identify and describe the specific behaviors that exemplify successfulbusiness principles; and commit to develop attitudes and behaviors within a team toincrease its harmony, identify the phases teams go through before reaching higherperformance.Address the 5 dysfunctions of a team; and the challenge of relating across differencesin a team.Unless diverse teams are trained on how to communicate, resolve conflicts and build ontheir strengths, their diversity will become their weakness v Time ManagementIn this workshop we will discuss time management and how it influences your stresslevels. We will identify the biggest time wasters as well as the barriers to your ownproductivity. We will set goals using the SMART goal setting.We will plan on how to optimize your time, avoid procrastination and excel atdelegation. We will put an action plan on how to conduct effective meeting and learnassertiveness using the time matrix. v Conflict Resolution, Management and MediationConflict is the most critical phase of building effect relationships. The workshop willmotivate the attendees to utilize conflict and manage as an opportunity for change.Prevent hostile work environments, cultural misunderstandings, discrimination, racismsexism, harassment and other exhausting patterns.Learn to recognize the early warning signs of conflict manage conflict and facilitate co-creation. 10 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 11. Visit the factors that fuel conflicts, the types and styles of conflict as well as the differentmethods of conflict management and resolution including mediation, arbitration, settingthe ground rules that will help problem solving; and how to resolve differences in arespectful way that will not alienate or hurt others.Visit the barriers to a conflict resolution, difference between conflict resolution andmanagement as well as the tools to resolve and manage licts v Building a culture of TRUSTTrust and trustworthiness are the foundation of effect in todays organizations.People build trust, relationship counts more than structure.Building a culture of trust empowers the whole team. The critical question is how tobuild trust in a constantly changing and diverse workplace? Our answer is tounderstand, respect, manage, value and learn to leverage individual and groupdifferences. Trust and building trust have different meanings and definitions in different cultures,Culture will eat strategy for lunch anytime, we will learn how to build trust across thecultural barriers v The power of AttitudesDiscover beliefs that are the root of behavior. Identify and implement those beliefs andbehaviors that move individuals and businesses forward.Define multiculturalism and what is attitude Definition of attitude. Where do behaviors,beliefs (positive and negative) originate and how to manage them to create a positiveworking culture v Business EthicsIdentify and indicate acceptable personal/professional behaviors and responsibilities,promote best practices, encourage character development, and develop excellentrelationships within and without the organization. The role of culture and diversity inbusiness ethics. Definitions and facts about ethics as well as personal andorganizational guidelines for ethical behaviors 11 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 12. v Effective Communications: Creating a culture of understandingAttendees will stop, observe and examine how they communicate. What are themessages they are sending and how they translate the messages they receive includingthe non-verbal messages.Attendees gain awareness on how to change the way they communicate, so they cancreate a culture of understanding and advance their co panies and themselves.Active listening is a valuable part of effective communication skills. Good steners findthemselves involved in interesting work, Valued by others, engaging in healthy workingrelationships and long term career success.Learn now, when and how to acknowledge emotions and ideas and how to apply activelistening techniques to own work situations Soft Skills v The art of body language communicationThis workshop will demonstrate the importance of your non-verbal body language, learnthe fundamentals of nonverbal PEOPLE skills and be more aware of what yournonverbal language is implicating. We will practice using powerful nonverbal language,the delivery of language and the important factors that influence our body languageThe fundamentals of non verbal people skills will be visited as: Posture & Gesture,Expressions & Emotions, Orientation & Proximity, Paralinguistic, Looks, Eye Contactand most importantly the role of cultures in sending or receiving body languagesignals. Learn to listen with your eyes as well as your ears. Discover how muchinformation are you missing? We can teach you to see the things you haven’t beennoticing, enabling you to understand communication in a whole new light and giving youa huge advantage in both business and personal interactions. v Deal with Difficult peopleOne of the biggest challenges in the workplace faced by today’s employees – is dealingwith difficult employees or bullies. It doesn’t matter when the problem began or whetherthe problem exists with subordinates or upper management; if this problem exists therest of your staff will not be happy and their productivity will diminish.Some disagreement can be expected in any group, the key is to turn these negatives topositives. Learn how to effectively handle difficult people for a win/win outcome, as 12 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 13. well as empowering yourself against those who seem to m your betterjudgment?This workshop will offer tools to deal with different ity types, how to respondwhen things get heated and maintain control of the situation. Find your own bias andhot buttons. v Increase Performance CapacityBy the end of the workshop, attendees are able to boost their net worth through personalbranding, and continuous growth.Develop a personal succession plan for success and build an active network of authenticrelationships and supports. Increasing performance capacity for each attendee adds to theoverall success of any organization.The role of managers and supervisors in increasing their teams performance will be visited.The role of emotional intelligence will be one of the and solutions that will be offered toincrease ones own performance capacity v Maximizing Interpersonal Relationships: Human synergy workThe workshop will help employees take mutual responsibility for interpersonalchallenges and in building synergistic work relationships, also will discuss thechallenges of interpersonal relationships in a diverse world, and build a synergistic workenvironment. It will navigate through the differences, to build a bridge of respectthrough proper Dialogue.We will use the DiSC technique to visit the different onalities and how to deal witheach in a civil way as well as how to avoid un-civil ways by promoting self awareness,self management, empathy and Emotional Intelligence.Walking the thin line between aggressiveness and assertiveness is a crucial componentof managing interpersonal relations.By the end of the workshop we will have an action plan on how to know the signals wesend, how we communicate and how we can build strong relationships and deal withdifficult people. 13 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 14. v Building bridges across the cultural dividesNavigating Difference: Cultural Competency Training is a competency-based coursethat focuses on developing skills in the five key cultural areas of awareness,understanding, knowledge, interaction and sensitivity. It is important that the wholeworking force from different, races, religions, colors, genders, education, locations,ages, abilities and disabilities works in a culture of Harmony and on the samewavelength to cross the bridges and differences between them. v Stress ManagementStress Management is an important part of daily living for everyone. We all needpositive stress in order to survive. Teams need it to perform well, and in the right doses,it can be very healthy, or even enjoyable. However, when stress becomes excessive itcan be very damaging. It can harm: our health, happiness, work performance, teamspirit, relationships, and personal developmentStress management involves, at the simplest level: Recognizing the symptoms ofstress, identifying the causes and taking action to address the causes and therebyreduce the symptoms and this is what we will be visiting during the workshop.Stress management involves, at the simplest level: Recognizing the symptoms ofstress, identifying the causes and taking action to address the causes and therebyreduce the symptoms and this is what we will be visiting during the workshop.We will learn to apply the triple “A” approach, knowing the difference between positiveand negative stress, and offer some tools on how to relax (differ individually) v Problem Solving and Decision makingAvoid costly mistakes in solving problems or taking decisions, this workshop will offer the skillsand tools to do both properly. You will apply your own business issues and practice them toachieve clarity and decisiveness. We will use techniques like the six thinking hats theproblem solving techniques. You will be empowered to make better-informed and focused high-impact decisions that are more effective, sustainable and successful.You will leave with a blue print on how to solve problems individually or in teams as well astaking collaborative successful decisions 14 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 15. The Organizational Development (OD) is a conscious, planned process of developingan organization’s capabilities so that it can attain and sustain an optimum level ofperformance as measured by efficiency, effectiveness, and health.Through the process of Organizational Development, we mpt to bring aboutsuccessful change efforts in individual employees, groups and teams, inter-groups, andorganizations as well. At any of these levels, when we use the process ofOrganizational Development we are essentially asking: • Where are we? • Where do we want to be? Organizati onal Development • How do we get from where we are to where we want to be?To achieve a competitive advantage in a global marketp , contemporaryorganizations are in a continuous state of change. Changes have an impact, sometimesquite dramatic, economically, politically, socially, legally, organizationally, and evenpersonally. v Change Management: Communicating ChangeThe saying, “The only constant is change,” particularly holds true to businessmanagement. One of the key strengths of a great manager and leader is the ability toaccept change and orders that come down from above, wi enthusiasm andconfidence, in which you then translate the directive th the same enthusiasm to yourteam. Dealing with resistance, worry and concerns is what can ma the changemanaged properly or not.We will discuss the importance of communication during all the phases of changemanagement, the stages of change management and how to handle them properlyThe goal is to have you understand the need for the upcoming change, and know whatthe barriers are. Even if it is perceived as negative, it should still be perceived as aneed for a change in direction, or even to keep the co ny afloat.Effective change management enables the transformation of strategy, processes,technology, and people to enhance performance and ensure continuous improvement inan ever-changing environment. We will also visit a change management plan of actionat the end of the session 15 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 16. v Customer Service: How to deliver STELLAR Customer Service :Due to the diversity of our population in the United S the issue of serving diversepopulations becomes crucial to its success. Customers need to be treated with dignityand respect. The needs of different customers may vary depending on theirbackgrounds, cultures, experiences. What constitutes great service to one person maybe inappropriate or even rude to another. Handling customers on the phones demandsspecific skills to Make a winning first impression and maintain positive relationshipsYour staff will acquire the fundamental skills of providing service on the telephone, howto give a great first impression and how to get cues from the customer.Handling complaints through different channels of communication will be discussed.By the end of the workshop you will have the tools to angry customers face toface, on the phone or through electronic mail. v Strategic PlanningWe will determine a frame of reference for strategic planning concepts, elements ofstrategic planning, and managing the strategy formation processWe will discuss what is Needs Assessment, Environmental scanning, SWOT and PESTanalysis. Look at the importance of alignment between the organization core values,culture, mission and vision and that of its strategic planning and its employees.We will build on organizational accountability and how it fits in the grand plan; and putthe blue print for best processes for your business v MentorshipThe history of mentoring is discussed. Define mentoring relations, mentors andmentees. We will discuss the importance of mentoring reverse mentoring for anyorganization.We will establish a business case for mentoring, effective communication and diversity.Without cross-cultural competence mentors will only go so far. We w offer the tools tomentors to succeed cross-culturally. 16 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 17. v Performance Management Human Resources Manageme nt& DevelopmentTo be able to measure performance, goals should be set as a basis to evaluation andmeasure advancement or lack of it. Managers provide feedback on goals, continuallyre-align them to support change, and offer on-going feedback on goal progress.Managers can provide better performance reviews by consulting the backlog of goaldetail as a reference point when making performance ratings and decisions.We will discuss the power of instant positive feedback, the tools crucial for employees toperform optimally as well as the different methods to measure performance.Sometimes it takes a bit of motivation from an empathetic manager or supervisor tochange a negative attitude to a positive behavior. v Sexual HarassmentSexual harassment complaints have to be promptly and fairly handled with urgency as itcan the difference of winning or losing a very public wsuit; that can not only costmoney but also reputation.How people function in the workplace has much to do with how they relate to oneanother and the relationships they develop. What is deemed as an appropriate orinappropriate relationship is often hard for people to decipher, and even more difficult todetermine when someone crosses the line.That is why articulating clear HR policies on what constitutes sexual harassment iscrucial even when done unintentionally as sexual harassment impacts the morale.Managers and supervisors have to be trained on how to aware when you orsomeone else has crossed the line and established an inappropriate relationship; whatconstitutes quid pro quo or hostile work environment and the applicable laws as well asthe complaints and reporting procedures v Diversity is not Affirmative ActionWe will visit what Affirmative action is, the laws and policies attached to it; how it differsfrom Diversity.We will make a business case for Diversity and discuss its challenges, barriers andadvantages 17 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 18. v HIPAA& other Privacy Issues for SupervisorsHIPAA (Health Information Portability& Accountability Act) is an important part of theemployees right to privacy at their workplace.This workshop will clarify the concept of HIPAA and how it impacts your job, will dis sthe Federal, and State laws governing HIPAA as well as your organization’s policies.Identify and attempt to eliminate the major issues concerning HIPAA and its privacylaws; get familiar with the penalties of breaching confidentiality and/ or privacy as wellas identifying what is PHI/ ePHI and what information to protect.Learn how to report security and privacy breaches. v The Discrimination laws:This workshop is about discrimination laws explaining Title VII is, Civil Rights Actand its amendments. American Disability Act (ADA) on what is disability, the new legal changes to itsdefinition, what constitutes reasonable accommodation and undue hardshipAge Discrimination in Employment Act (ADEA) its explanation and application and what itmeans for any organization.What is EEOC, who it governs and the guidelines to file complaints with the EEOCThis is not a legal workshop but clarifies the effect f these laws and acts on the workforce,workplace and Human Resources policies to protect the organization. v Handling Bullying, Harassment and violence in the workplaceEmployers, workers, and unions have all taken a serious stand on harassment andviolence in the workplace, and yet these problems pers As many as 50% of workersin Canada, the United States, and Britain indicate that they have personally been bulliedat workIncidents may manifest: Verbally, physically or written. The consequences for both theemployer and employees are very expensive. We will discuss a plan in crisis, the roleof the managers and supervisors and Hr department as well as offering solutions 18 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com
  • 19. Inquire about our upcoming workshops: v Branding personal and organizational v Social Media in the workplace v Human Resources policies for Social media v Social Media and Recruiting v Train the Trainer UPCOMING WORKSHOPS Sahar Consulting, LLC 9970 Wheatland Ave, Shadow Hills, CA 91040 www.saharconsulting.com (818) 861 9434 Look for us on our different social media networks to get our news, and useful updates - LinkedIn: Sahar Andrade - Twitter @saharconsulting - Facebook: Sahar Consulting - Pinterest: Sahar Consulting - YouTube: SaharConsulting - Wordpress Blog: Sahar Consulting 19 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com

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