Shari Harley Founder and President, Candid Culture

You have a request for one of your co-workers but don’t know how to say it, so  you don’t say anything. A project you worked on for six months has become a black hole.  There is no information about the status. You’re frustrated, but you don’t say anything. Two employees aren’t working well together. It’s impacting the atmosphere in the office. You don’t know what to say, so you don’t say anything. Speaking up when we are frustrated is hard and, as a result, most of us don’t. Instead, either we tell other people (aka gossip) or we say nothing, and relationships become strained. You can say anything to anyone and have it be easy. You just need to lay the ground work to do so, and most of us don’t.

Three Learning Objectives:

1. Build trust in all of your business relationships, making it easier to say hard things.
2. Find out what the people you work with need from you, so you don’t have to guess.
3. Tell others what you need, making it more likely that your needs are met.

No one wants to hear that she isn’t doing a good job. Thus no one wants to tell her. Telling your boss you’re frustrated or aren’t hitting your targets is even more difficult, and thus many of us don’t. Worse, is that most feedback, positive or negative, is useless because it’s vague. Get a simple formula to make even the most difficult conversation easier. Conversations will be short, specific and on point. They won’t be personal. They will be actionable. You’ll be able to say what you want to say, when you want to say it, in a way that the other person can hear you and take action.

Three learning objectives:

1. Give clear and specific feedback that employees can act upon immediately
2. Provide feedback to peers, direct supervisors, and others at a higher level in a way that does not elicit defensive responses
3. Eliminate your blind spots. Receive more feedback without showing emotion or frustration

During challenging economic times, when turnover is low, employees still quit, they just don’t leave the building. Quit and stay is the phenomenon of employees becoming disengaged and less productive while waiting for the economy to improve and for other roles to become available. Quit and stay is an unfortunate but avoidable phenomena. Do you know which of your employees are engaged and committed to your organization? Do you have a plan for those who are not? Identify the key drivers of employee engagement, retention and performance and develop a loyal and committed workforce.

Three learning outcomes:

1. Identify the key drivers of employee engagement, retention and performance.
2. Determine what motivates your employees, so you can keep them engaged and motivated.
3. Build trust so employees are comfortable making requests and communicating their needs, likes and dislikes.

Find Out What REALLY Makes an Organization a Great Place to Work & What You Can Do to Consistently Be One.

There is a lot of research about what makes a company a great place to work.

When you boil it down, there are really just four things that lead to loyal, engaged and high performing employees. Find out what really makes employees do their best work and remain engaged over long periods of time.

Learn what the best companies are doing to be great places to work, and get practices you can implement immediately.

Create and maintain a successful organizational culture that endures leadership changes, mergers and acquisitions, and the other challenges inherent in a fast paced, driven organization.

Learning Outcomes:

• Managers and employees give regular and timely feedback.
• Employees are engaged and doing their best work.
• Senior leaders and managers build trusting and mutually respectful relationships with employees.
• Employees, managers and senior leaders speak candidly.
• Departments learn from mistakes and create and follow best practices.
• Employees at all levels feel heard and ‘a part’ of the organization.

You’re only as good as people say you are. What are your internal and external customers saying? Do they want to work with you or do they feel that they have to? Take control of your reputation by knowing how you are perceived and managing what you put in front of others. Improve your and your department’s reputation. Get more feedback enabling you to take control of the impressions you create. Build long lasting business relationships that outlast economic downturns, miscommunication and conflict. Take charge of your business and your future.

Three learning outcomes:

1. Discover and improve your professional reputation.
2. Become more fluid in talking about and supporting your organization’s business needs.
3. Get closer to business leaders and be seen and called upon as a necessary asset.

Customers provide us with clear feedback. They hire us, or they don’t. They return our calls, or they don’t. They refer others, or they don’t. Unfortunately when customers are dissatisfied, they don’t tell us. They vote with their feet. 99% percent of customer turnover is predictable and preventable. The signs are everywhere. We just don’t know what they are, because, for the most part, customers don’t tell us. Customers leave and we never know why. Get to the heart of what your customers need and why they hire or fire you. Never get fired again and be surprised.

Three Learning Objectives:

1. Increase customer satisfaction, loyalty, referrals, and commitment.
2. Get more customers. Keep more customers. Make more money.
3. Take control of your business.

Many professionals are waiting for their boss or mentor to provide the training, coaching, and exposure they need to advance their career. The truth is it’s up to each employee to create opportunities, gain visibility, and get the feedback they need to strengthen their performance and position themselves for future roles in the organization.

It’s Your Career. Manage It! provides the specific language to use to establish candid relationships with direct supervisors, mentors, coaches, and coworkers.  Employees will know what to say to get more of what they want and less of what they don’t at work. Managers and coaches will get the language and tools they need to guide direct reports and coachees into a future they’re excited about.

Program Outcomes:

1. Start new relationships powerfully and strengthen existing relationships.
2. Create more trust in your office and business relationships.
3. Take charge of your career.
4. Get more feedback.
5. Give more feedback in a way both you and the recipient are comfortable.
6. Have productive coaching relationships and meetings. Get the most out of mentoring and coaching relationships.

Becoming a more polished speaker comes with knowing how to assemble data you know well, in a format that will engage others, and sharing that information in a way that is captivating and informative.  At the end of this training participants will have the skills and tools they need to design engaging presentations and deliver them effectively.

Program Outcomes:

1. Design and deliver powerful presentations to get and keep audiences’ attention.
2. Increase your comfort level speaking in front of any group.
3. Present information clearly and succinctly.
4. Manage participant involvement. Keep presentations focused and on-track.
5. Use your body language and voice to increase your effectiveness.
6. Use a variety of visual aids effectively.