LeaderLaunch Training Agenda Day 1, Session 1: Day 1, Session 2: Day 2, Session 3: Day 2, Session 4: Day 3, Session 5: Day 3, Session 6: Day 4, Session 7: Day 4, Session 8: Day 5, Session 9: Day 5, Session 10: Leadership Standards Agent Bill of Rights Violations Flectra and Information Technology Harassment and Reporting Diversity, Equity, and Inclusion Promoting Discipline that Works Utilizing the Performance Management Process Handling Involuntary Terminations Effective Interviewing Techniques Fostering a Positive Work Culture Welcome to FTO LeaderLaunch! Name: Position: Years at FTO: • In one word, how would you describe yourself as a leader? • If you had to describe FTO using one word, what would that word be? • What is one thing that you hope to learn from this one-week management training? www.fairtradeoutsourcing.com Document template | Page 1 LeaderLaunch Session 1: FTO Leadership Standards Group Discussion Exercise What are the benefits of clearly articulating leadership standards? Discussion Questions Pick any leadership standard. What behaviors do you see at work that successfully reflect this leadership standard? Pick any leadership standard. What behaviors do you see that illustrates the opposite of this leadership standard? What are some reasons why employees do not always act in a way that reflects the leadership standards? What can YOU do to help employees behave in accordance with the leadership standards? www.fairtradeoutsourcing.com Document template | Page 2 LeaderLaunch Session 2: Handling ABOR Violations 1. What department is primarily responsible for investigating cases of ABOR violations at FTO? 2. What should an employee do if he or she has been working for the company for three months but has yet to receive their HMO card? 3. If a direct manager shows no interest in supporting and encouraging his/her direct reports to uplevel their skills and advance their career, what should the employee do? 4. Who can report cases of bullying and violations of rights to their People Operations Partner? www.fairtradeoutsourcing.com Document template | Page 3 LeaderLaunch Session 3: Flectra and Information Technology Practice Activity 1. To create a new employee, click _______________________. 2. Next, click the _______________________________ to open a new tab. 3. Then, click the _________________________ button and the system will ask for the employee’s details. 4. Then, enter the ___________________________________________________. 5. Lastly, enter the _______________________________ (OPTIONAL). Practice Activity Rearrange the following into the correct order of steps for creating a new employee record. Click the “Save” button once you’re done entering the employee information mentioned in the previous slides. Fill in the necessary fields for the employee to create COA’s (e.g. Department, Work from, Work to, Shift style, and Billable hours). Click “Add” button to create schedule. Enter the HR settings details (OPTIONAL). Create Shift Schedule (OPTIONAL). www.fairtradeoutsourcing.com Document template | Page 4 LeaderLaunch Practice Activity Rearrange the following into the correct order of steps for creating a shift schedule. Click on SHIFT MANAGEMENT. To create a new employee, click “EMPLOYEES’ from the menu. Click the CREATE button to create Employee Shift Schedule. Click SAVE. Fill in the information details. Practice Activity Arrange the steps of the Attendance flow process from the payroll’s perspective. www.fairtradeoutsourcing.com Document template | Page 5 LeaderLaunch Session 4: Harassment and Reporting Match the word from the word bank below to the correct definition. 1. Something for something; Entails that there will be consequences to a job if an employee refuses to do something. 2. Showing a co-worker explicit text messages or inappropriate emails. 3. Behaviors that may not be legally considered harassment but can be equally as devastating and destructive in the workplace. 4. Created by a boss or co-worker whose actions, behaviors, or communications make doing your job impossible. 5. Inappropriate and unwelcome touching of a person or their clothing. WORD BANK: Hostile Work Environment Quid Pro Quo Physical Harassment Workplace Bullying Visual Harassment www.fairtradeoutsourcing.com Document template | Page 6 LeaderLaunch Session 5: Diversity, Equity and Inclusion Self-Reflection Exercise What does the term “Diversity” mean to you? What does the term “Inclusion” mean to you? Diversity or Inclusion? Employees from different races working together Listening to viewpoints of Baby Boomers, Gen X, and Millennials Prioritizing the participation of all employees in a company-wide celebration Employee with a physical disability is hired Allowing open and honest conversations about unconscious bias Investing in Employee Resource Groups (ERGs) Two employees with different religious beliefs working on the same team www.fairtradeoutsourcing.com Document template | Page 7 LeaderLaunch Word Association Word Clouds Diversity and Inclusion Take 5 minutes to jot down single words that come to mind when you hear “diversity and inclusion”. There are no right or wrong answers. Don’t overthink it – just write! Session 6: Employee Discipline Group Activity You will be assigned a scenario by your training facilitator. You will either be given the role of “employee” or “manager”. Once the scenario is assigned, take a couple of minutes to think about how you will proceed in your role with your partner. Notes: www.fairtradeoutsourcing.com Document template | Page 8 LeaderLaunch Session 7: Utilizing the Performance Management Process Personal Goal Statement Rules for writing goal statements: • Use clear, specific language. • Start your goal statement with TO + a VERB • Write your goal statement using SMART Goal Criteria • Avoid using negative language. Example of a goal statement: • To run the mini marathon in May and complete the 10 mile race in under 1 hour to beat my personal best time. Use this worksheet to identify the specific SMART criteria for your goal statement. What is your basic goal? _____________________________________________________ 1. Is it specific? (Who? What? Where? When? Why?) ___________________________________________________________________ 2. Is it measurable? (How will you measure progress? How many? How much?) ___________________________________________________________________ 3. Is it attainable? (Can this really happen? Attainable with enough effort? What steps are involved?) ___________________________________________________________________ 4. Is it realistic? (What knowledge, skills, and abilities are necessary to reach the goal?) ___________________________________________________________________ 5. Is it time bound? (Can I set fixed deadlines? What are the deadlines?) ___________________________________________________________________ My Goal Statement Using the SMART worksheet you just completed and the rules above, write your goal statement. This should be a work-related goal that you would like to achieve in 12 months or less. www.fairtradeoutsourcing.com Document template | Page 9 LeaderLaunch Best and Worst Leader Think about the best leader/manager/supervisor that you’ve ever had. What was it about them (characteristics, traits, personality, etc.) that made them such a great leader? Think about the worst leader/manager/supervisor that you’ve ever had. What was it about them (characteristics, traits, personality, etc.) that made them such a bad leader? Leadership Self-Assessment This assessment is for your benefit in thinking about the leadership goals you want to establish for your own performance management. The purpose is to think about the many skills and attributes of leadership, the ones you already possess, and the ones you would like to develop. Use this as a tool in assessing your own strengths and weaknesses. www.fairtradeoutsourcing.com Document template | Page 10 LeaderLaunch www.fairtradeoutsourcing.com Document template | Page 11 LeaderLaunch www.fairtradeoutsourcing.com Document template | Page 12 LeaderLaunch Did anything in this self-assessment surprise you? www.fairtradeoutsourcing.com Document template | Page 13 LeaderLaunch Was there anything in this self-assessment that you hadn’t thought about or considered as part of your own leadership development? Session 8: Handling Involuntary Terminations Compose a script of what you would say, word for word, when dismissing this employee. www.fairtradeoutsourcing.com Document template | Page 14 LeaderLaunch Partner Script Evaluation 1. Does your partner’s script announce the termination directly and within the first few sentences? 2. Does your partner’s script ensure confidentiality and privacy for the terminated employee? 3. Does your partner’s script use the past tense to indicate that the decision to terminate is final? 4. Does your partner’s script succinctly provide a reason for the termination without going into too much detail? 5. Is your partner’s script short (i.e. can be executed in less than 15 minutes)? 6. Does your partner’s script avoid cliches, euphemisms, and other insincere language? 7. Does your partner’s script explain what the employee should do next? 8. Does your partner’s script avoid any illegal or discriminatory language? www.fairtradeoutsourcing.com Document template | Page 15 LeaderLaunch Session 9: Effective Interviewing Techniques What is the leading cause for the ineffectiveness of traditional interviewing processes? In other words, what is the biggest weakness associated with a traditional interview process? Match the definition below to the correct form of interview bias in the word bank. 1. An interviewer asks different questions to different candidates based on how they think the candidate will answer. 2. An interviewer allows a small amount of negative information to outweigh positive information. 3. An interviewer incorrectly interprets an interviewees behavior resulting from nonverbal communication. 4. An interviewer favors someone who is like themselves. 5. An interviewer judges two things in comparison to one another, instead of assessing them individually. 6. A widely held, simplified, and essentialist belief about a specific group of people. 7. An interviewer judges someone incompetent or highly competent in all areas just because they are incompetent or highly competent in one area. 8. An interviewer exhibits relatively negative nonverbal behavior towards a specific group. 9. An interviewer makes an initial judgement about a candidate in the first few moments of meeting. Word Bank Stereotyping Negative Emphasis Contrast Effect Inconsistent Questioning Halo/Horn Effect Similar-to-me Error First-impression Error Nonverbal Bias Cultural Noise www.fairtradeoutsourcing.com Document template | Page 16 LeaderLaunch Session 10: Fostering a Positive Work Culture Open Discussion ____ out of 10 employees say that training and development opportunities influence their decision to stay with a company. ____% of employees would rather have a great boss than a 10% pay increase. A recent survey shows that ____% of managers have never participated in management training; yet this is one area where managers’ report needing the most support. ____% of executives describe retention as “extremely important” and a critical business issue that is directly tied to their organization’s ability to achieve business objectives. Clear and Concise Communication – Time to Practice! Round 1 – Tell me how to… (in 60 seconds using 25 words or less) Round 2 – Tell me how to… (in 30 seconds using 15 words or less) Round 3 – Tell me how to… (in 30 seconds using 5 words or less) www.fairtradeoutsourcing.com Document template | Page 17 LeaderLaunch General Notes Please use this page for any additional note taking. www.fairtradeoutsourcing.com Document template | Page 18
