UTRL Contents Guide
5 CD Series Contents:
Volume One
Includes materials on:
Teams and Team Building
Mentoring
Coaching
Leadership
1. Teams & Team Building - The value of teams and team decision making have been
brought to the forefront in today’s competitive corporate environment. Building and
maintaining strong teams is now a vital responsibility for many managers.
Grand Canyon Adventures – All nine adventure booklets with Leader’s Guide are
included:
 Individual activities focus on collaboration, the confluence of crisis and
management, creative problem solving, and taking action
 Non-licensed, 18-minute video kicks off the activities and sets the context for
participants
Grand Canyon Adventures – booklets include:
Overboard in the Roaring River: Action Plan
Overboard in the Roaring River: Crisis & Management
Lava Falls: Determining the Essentials
Up Deer Creek Without A Boatman: Problem Solving Analysis
Up Deer Creek Without a Boatman: Collaboration
Stranded in Grand Canyon: Creative Problem Solving
Incident at Elves Chasm: Action Plan
Incident at Elves Chasm: Priority Setting
Hiking Out of Lava Falls: Problem Solving Adventure
Team Building Blocks – Game
 Unique consensus building and problem solving exercise builds team and problem
solving skills
 Exercises build skills in time management, risk taking, coaching, and information
sharing
1
The Complete Guide to Facilitation
 673 pages and over 100 forms, checklists and planning aids for teaching and
transferring advanced facilitation skills to the workplace
 Includes organizing your group, decision modes, consultative decision making,
and follow-up
Team Workout: 50 Interactive Activities
 Compendium of 50 experiential activities for developing mission-focused teams
 Each activity includes time required, skill development goals, and detailed
training instructions
Practical Guide to Facilitation
 This book includes a wealth of practical information for inexperienced group
leaders as well as new tools for seasoned facilitators - more than 100 reproducible
forms, checklists, planning aids, and guides
Decide X – Instrument
 24-item, self-scoring assessment identifies your approach to processes, and acts
on information in the work setting
 Designed for work groups to use assessment results to engineer teams that work
effectively together
25 Instruments for Team Building
 25 new assessments and surveys to diagnose team effectiveness and improve team
performance
 Team members identify strengths and weaknesses, and the organization can
identify environmental support for teams
Teambuilding Effectiveness Profile – Facilitator’s guide and paper assessment
 84-item self-scoring assessment determines the degree of competence in seven
primary dimensions of teambuilding effectiveness, including values alignment,
role clarity, performance appraisal and boundary management
 Interpretation of high and low scores and behavioral recommendations
 Includes an individual development plan template
Manager’s Pocket Guide to Team Sponsorship
 Are you responsible for starting new teams, providing direction, allocating
resources, removing roadblocks and serving as an all-around champion for highperformance work teams? This practical, step-by-step guide is for you! Not only
does this pocket reference emphasize the importance of turning slogans and talk
into action, it tells how to do it. You'll get helpful guidelines for turning the
principles of team management into day-to-day actions
2
Field Book of Team Interventions
 Step-by-step guide to intervening to improve team effectiveness
 Interventions for reestablishing goals, rebuilding commitment, clarifying,
improving team processes, and improving problem solving and decision making
The Facilitator’s Toolkit
 Internal consultants guide to fixing teams
 Troubleshoot processes; create focus, initiate creative problem solving, and use
“The MAP” to lead a group from idea to decision
Faultless Facilitation – Instructor’s Manual
 1, 2, 3 or 5-day, highly modular training designs to teach team leaders or group
facilitators the key skills they need
 Complete activities, handouts and lesson plans
Faultless Facilitation – Resource Guide
 Self study, appropriate as participant guide for Faultless Facilitation training, or
resource guide for managers on the job who must facilitate groups
Performance Skills Teams
 10 modules complete with facilitator’s guide, participant materials and
PowerPoint presentations.
• Committing to a Team Approach– (4 hours)
• Communicating Effectively in Teams – (8 hours)
• Evaluating Team Performance – (2 hours)
• Resolving Team Conflicts – (3 hours) The Ultimate Trainer’s Resource Library
• Making Team Decisions by Consensus – (2 hours)
• Creating a Shared Team Purpose – (2 hours)
• Solving Team Problems – (3 hours)
• Planning for Team Results – (2 hours)
• Making Team Meetings Work – (2 hours)
• Utilizing Team Members Abilities – (4 hours)
2. Mentoring - The mentor/mentee relationship is multi-dimensional and multi-purpose.
Leading from an informational and developmental function, the mentor also has the
responsibility of empathetic listening, analyzing decisions, and assessing readiness to
mentee.
3
The Complete Mentoring Program includes:
Becoming a Mentor: Video Based Workshop
 This ready-to-use video workshop reinforces the information available in the
Complete Mentoring Program. Although the primary audience will be mentors
and mentees, the video will serve as a very useful introduction to acquaint others
with the complete mentor role, such as executives, coordinators of programs,
supervisors of mentees, and administrative personnel.
Assessment of Organizational Readiness
Additional Workbooks for Video Program
Principles of Adult Mentoring Inventory - Leader’s Guide
Step-by-Step Guide to Starting an Effective Mentoring Program
Principles of Adult Mentoring Inventory
* This assessment provides mentors with an objective means of assessing their mentoring
skills, especially those behavioral competencies that are essential for productive
interaction with a diverse group of mentees. The scale measures six distinct and
important components of the adult mentoring relationship, which together constitute the
complete mentor role. Measures six mentor functions.
Guide to Mentee Planning
The Mentee’s Guide to Mentoring
Manager’s Pocket Guide to Effective Mentoring
3. Coaching - A coach is responsible for more than introducing functional job
responsibilities, they are also charged with making each employee more efficient and
effective, leading the way towards creating a more successful organization.
Coaching Effectiveness Profile, Facilitator’s Guide and Paper Assessment
 84-item, self-scoring assessment of seven coaching competencies including
capacity to empower, capacity to confront, and empathizing ability
 Includes interpretation of low and high scores and behavioral recommendations
 Personal action plan worksheet is used to prioritize development areas
Manager’s Pocket Guide to Workplace Coaching
 Skills and job-aids for teaching managers how to develop their employees
Coaching for Results – Workshop
 Up to 2 1/2 days of training of twelve essential coaching competencies
 Modular workshop format includes transparencies and handouts
 Competencies include: delegation, giving feedback, mentoring, and more
4
4. Leadership - From the boardroom to the front line, leadership is one of the most
critical and highly scrutinized competencies effecting the strategic functioning of
workplaces around the globe. Our wide selection of materials can introduce the basic
concepts to new leaders or solidify the skills of those who are already in leadership
positions.
Motivating Employees, 2nd Edition – Video Training and Participant Workbook
 Video-based training focuses on application and skill development
 Teaches managers powerful motivational principles from experts including Peter
Drucker and John Kotter
 Survey, handouts, self-study instructions, action worksheet
Dynamic Leadership for the 21st Century - Video Training and Participant Workbook
 Video-based leadership training draws on wisdom from Colin Powell, Theodore
Roosevelt and Peter Drucker
 Focuses on leading change
 22-minute video, handouts, action plans, and assessments
Leadership Effectiveness Profile - Facilitator’s Guide and Paper Assessment
 Complete facilitator’s support for delivering a half-day classroom workshop with
the Leadership Effectiveness Profile
 96 item, self-scoring assessment determines the degree of competence in eight
primary dimensions of leadership effectiveness including enabling people,
communication, driving persistence, and change orchestration
 Interpretation of high and low score and behavioral recommendations
 Includes an individual development plan template
Leaders Communication Toolkit
 100-page guide with action plan templates for improving use of email, cell phone,
voice mail, and video conferencing communications media
 Communicate clear expectations and build relationships; minimize conflicts
between individuals and teams
The Competent Leader
 330-page “how-to” toolkit for leaders to self-assess and improve core nontechnical competencies
 Action planning guides facilitate transfer of new knowledge to the workplace
Profile of Leadership Opportunities – Leader’s Guide
 Complete ½ day workshop plan for administering the POLO assessment
facilitating managers through action planning
5
Profile of Leadership Opportunities (POLO)
 60-item self-scoring assessment on ten leadership domains/values
 Assessment results focus leader on creating a simple action plan to improve
employee attitude, morale, and performance
Managing by Motivation (MbM)
 Increase management effectiveness through improved motivation skills. This
proven instrument is based on the classic motivation theories of Maslow and
Herzberg, which identify motivating factors in terms of an individual's security,
social, self-esteem, and self-actualization needs
 Managers will learn to understand their own motivations as well as take into
account employees' motivations as they relate to performance and change issues.
MbM teaches managers how to capitalize on employees' natural motivators rather
than focusing on external motivators that are less relevant to them
Post-Heroic Leadership – Leader’s Guide
 60-page workshop outline including learning exercises and technical information
Post-Heroic Leadership – Self/Other Assessment Booklets
 40-item self-scoring assessment profile measures your Heroic or Post-Heroic
leader behavior tendencies
 Ideal for transitioning managers’ styles from omnipotent, traditional/hierarchical
approaches to a more contemporary, participative orientation emphasizing
empowerment, risk taking, and development
Leading in Tough Times
 How to motivate, take responsibility, and engender trust in difficult circumstances
 200 pages of stories and activities for managers and work teams
Manager’s Pocket Guide to Spiritual Leadership
 Mind opening challenge for leaders to evaluate and change the spiritual vacuum
that exists today in organizations and the community at large
 Transformation process emphasizes the importance of business results
Performance Under Pressure: Managing Stress in the Workplace
 160-page pocket guide on self-managing stress and managing stress in others
 Poses habitual adoption of the SBRT technique to manage and reduce stress
 Strategies for how to deal with time, anger, people, fatigue, and evaluation
pressures
6
The Visionary Leader – Trainer’s Guide
 Now all of your managers can assess their own leadership behaviors and
characteristics and identify specific ways to improve their leadership
effectiveness. This research-based instrument helps leaders determine what
changes or further skill development are required for them to make full use of
their capabilities for visionary leadership.
 Through the use of both a "Self" and "Other" questionnaire (filled out by 3-6
colleagues), leaders are able to gain an accurate, 360° assessment of their
leadership style in three critical areas: leader behavior, leadership characteristics,
and effect on organizational culture.
The Visionary Leader – Self/Other Questionnaire



40-item, self-scoring assessment produces a visionary leader profile
Determines your visionary leader profile from nine common profiles including
Charismatic Leader, Visionary Thinker, Organization Builder, and Organization
Planner
Use multi-rater version to compare self and other views
Recognition Practices Inventory for Managers
 53-item, self-scoring inventory compares a manager’s view of the importance of
specific recognition practices with the manager’s frequency of using recognition
practices
 Compare self results against manager norms
Organizational Recognition Assessment for Managers
 54-item, self-scoring assessment determines manager’s beliefs about the impact of
recognition practices on performance and five other primary dimensions
 Identifies strengths and needs by comparing to manager norms
The Strategic Leadership Game
 The Strategic Leadership Game uses entertaining Tangram puzzles to bring home
the importance of how you manage task performance. It highlights learning points
having to do with both dimensions of the classic managerial leadership grid:
structure and support
Game A: Work Orders; simulates a normal or typical task assignment in many
workplaces. Participants are delegated a task with clear output criteria, but without any
useful performance support or structure.
Game B: Coaching Cards; also simulates routine assignments, but participants are placed
in pairs, one as manager and one as employee, and managers are responsible for
supporting the employee’s efforts.
7
Volume Two
Includes materials on:
Management and Supervision
Performance Management
Managing Change
Project Management
1. Management and Supervision - Workplaces are more dynamic than ever before and
the responsibilities of managers and supervisors have grown along with those
changes. Aside from the technical aspects required these positions are now juggling
generational mix issues, new compliance initiatives, employee turnover and more.
The Complete Management Skills Assessment Kit
 12 management skills assessments emphasizing learning preference differences
Management Development Questionnaire
 160-item, self-scoring management assessment determines your degree of
competence in 20 management competencies grouped in five clusters: leadership,
managing change, planning and organizing, interpersonal skills, and results
orientation
 Compares self ratings to managerial norm
 Provides implications of high and low scores and development suggestions
Human Possibilities
 283-page, visionary perspective and analysis of Human Capital Development in
the 21st century
The Highly Effective Meeting Profile
 50-item survey and skill booklet to diagnose group meeting effectiveness and
provide guidance on how to improve decision making, protocols, participation,
and results
Manager’s Pocket Guide to Effective Meetings
 Structured activities to keep meeting focused on results and how to deal with
unproductive participants
Management Styles Questionnaire – Facilitator’s Guide and Paper Assessment
 30-items, true/false self-scoring assessment determines your tendency to favor
Theory X or Y management styles
 The implication X and Y style on the application of twelve primary management
competencies is provided
 Development planning template is provided
8
Manager’s Pocket Guide to Systems Thinking & Learning
 Tools and concepts to apply systems thinking to individual, team and organization
learning, as well as change and performance initiatives
Just-In-Time Leadership
 Blueprint for managing organizations with fewer long term, full time employees
by drawing on growing and fluid talent pools as needed to respond to project
needs and demand cycles
Managing the Generation Mix, Second Edition
 Age diversity primer and planner
 Best practices for fostering intergenerational understanding and easing the
organization transitions from retiring to younger workers
Managing Generation Y
 How to make the most of 29 million goal-oriented young workers born after 1978
 Guidebook for becoming an “Employer of Choice”
Manager’s Pocket Guide to Generation X
 Complete managers guide to more effectively recruit, train, motivate, develop,
and retain workers born after 1963
Management Effectiveness Profile – Facilitator’s Guide and Paper Assessment
 144-item, self-scoring assessment determines the degree of competence in twelve
primary dimensions of management effectiveness grouped in four clusters:
managing your job, relating to others, developing the team, and thinking clearly
 Development suggestions are provided for each competency
 Includes an individual development plan template
Fast Feedback, Second Edition
 Management technique that engenders a culture changing shift toward
performance orientation
 Turn any manager into a more effective coaching manager
Manager’s Pocket Guide to Strategic & Business Planning
 Guide and tools to create and implement a strategic plan, and sustain long term
performance
9
2. Performance Management- In order to more effectively develop action plans and
build specific competencies there is a need to track and rate performance. Our
performance management materials can help you map this process from beginning to
end, giving you a consistent and effective program that uncovers deficiencies and assists
in filling gaps.
Job Analysis at the Speed of Reality
 125-page workbook describes how to implement a highly effective streamlined
process for creating competency based job descriptions
Time Management Effectiveness Profile – Facilitator’s Guide and Assessment
 84-item, self-scoring assessment determines the degree of competence in 7
primary dimensions of time management effectiveness including delegation,
managing interruptions, organization, and results orientation
 Interpretation of high and low score and ways you can improve are provided
 Includes an individual development plan template
Getting Results
 Wide selection of case studies document best practices in performance
improvement
 Wide range of areas covered including new processes, teams, training, and reward
systems
Manager’s Pocket Guide to Performance Management
 Tools and guidance to analyze performance, pinpoint gaps, determine the cause of
substandard performance and develop strategies and tactics to maximize
performance
Giving and Receiving Feedback
 Alternative approach to traditional appraisal methods: Self-directed Feedback
 Making performance feedback meaningful
 How to make negative performance feedback easier to deliver
Managing Information and Human Performance
 160 pages, unique perspective on why ineffective systems that produce bad
information are the real causes of chronic organization problems like poor quality,
turnover, resistance to change, poor motivation and lack of commitment
 Demonstrates how to establish a system to gather, process, and disseminate high
quality information in the organization
10
2. Managing Change - Mergers, acquisitions, growth, downsizing and organizational
restructuring. Change comes in all forms and types-proper readiness and ability to
manage can affect employees’ morale and your bottom line.
ChangeAbilitator – Leader’s Guide and Questionnaire
 Facilitator’s Guide for scoring and using the assessment this tool to prepare a
group for change
 15-minute inventory; identify obstacles to change prior to a change
 Action planning and guidelines to implement change more productively
Manager’s Pocket Guide to Corporate Culture Change
 Methods, tools, and tactics to align or realign corporate culture with the strategic
business priorities of the organization
Change Management Effectiveness Profile – Facilitator’s Guide and Paper Assessment
 84-item, self-scoring assessment determines the degree of competence in seven
primary dimensions of change management effectiveness including proactive
thinking, breaking from the past, involving others, and visualizing the future
 Interpretation of high and low score, and behavioral recommendations
4. Project Management - Projects are a way of life, in both technical and non-technical
disciplines: human resources, finance, procurement, marketing, and other functional areas
use projects to get work done. Improving your existing project management skills will
increase your organizational and individual performance.
The Project Manager’s Toolkit
 Half and full day training workshops
 Tools and job-aids to plan projects, analyze resources, evaluate competencies, and
get the job done
 Facilitator’s Guide, overheads, case study and PowerPoint slides
Project Management for Work Groups
 Modular workshop designs for 1 to 5 days of project management training
 End result of the on-the-job style training is a fully articulated project plan
The Project Manager’s Partner, Second Edition
 Appropriate as a participant booklet in a Project Management for Work Groups
workshop
 Full of performance tools, checklists, worksheets, and guidelines organized
around 20 critical project action items
Manager’s Pocket Guide to Project Management
 Designed for the project management novice to quickly grasp project
management fundamentals
 Filled with tools, worksheets, and project management job aids
11
Volume Three
Includes materials on:
Communication and Interpersonal Skills
Conflict Management
Customer Service
Personality
Learning Styles
Sales and Negotiation
1. Communication and Interpersonal Skills - Whether you are in the office of your
most important client, on a conference call with a new vendor, or trying to work through
interoffice issues the way you communicate is likely to influence the end results.
Influence Style Clock – Facilitator’s Guide and Paper Assessment
 32-item, self-scoring assessment determines the degree to which you use four
influence styles: Visioner, Harmonizer, Regulator, Orchestrator
 Interpretation of high and low score and ways you can improve are provided
 Includes an Individual Development Plan template
Influence Styles Inventory
 10-minute, self scoring assessment determines your level of preference for
passive, aggressive, or assertive influencing styles
 Interpretation and skill building directs learner to a more productive “assertive”
style
Communication Effectiveness Profile – Facilitator’s Guide and Paper Assessment
 84-item, self-scoring assessment determines the degree of competence in seven
primary dimensions of communication including receiving the message,
empathizing, and giving and receiving feedback
 Interpretation of high and low score and behavioral recommendations
 Includes an individual development plan template
How Would You Respond?
 Self-scoring, forced-ranking assessment
 Provides degree to which you respond in four styles: empathic, critical, searching,
advising
 Interpretation and behavior recommendations emphasize the advantages of theory
Y based responding skills
Communication Response Style
 20-item, weighted-ranking assessment
 Provides degree to which you use four communication styles: empathic, critical,
searching, advising
 Interpretation and behavior recommendations emphasize the advantages of
Theory Y based communication skills
12
What Do You Say?
 12-item, weighted- ranking assessment
 Provides degree to which you use four responding styles: empathic, critical,
searching, advising
 Interpretation and behavior recommendations emphasize the advantages of
Theory Y based responding skills
Listening Effectiveness Profile – Facilitator’s Guide and Paper Assessment
 84-item, self-scoring assessment identifies your degree of competence in seven
primary dimensions of listening including predisposition, empathizing, and
paying attention
 Interpretation of high and low score, and behavioral recommendations
 Includes an individual development plan template
25 Role Plays for Interpersonal Skills
20 Training Workshops for Listening Skills
50 Activities for Developing People Skills
50 Activities for Interpersonal Skills Training
Manager’s Pocket Guide to Influence with Integrity
 What it takes to improve influence skills from sales situations to leadership to
email communication
 The value of values, earning trust, and being remembered
 How to lead and make an impact without manipulating and much more
Manager’s Pocket Guide to Public Presentations
 Helps you quickly pinpoint the key problems in your presentation style and fix
them, using 12 simple rules
 Easy to remember steps and guidelines that demystify the process of public
presentations for business
2. Conflict Management - Proper management of conflict situations can turn potential
problems into new avenues of achievement. Our best-selling lines of conflict resolution
materials give you fresh ideas of how to manage disagreements and create positives out
of negative situations.
Facing the Tiger – Video-Based Training
 Two videos, with complete leaders guide materials
 How to anticipate conflict situations and reorient them to productive outcomes
 Proven five-step process generates breakthroughs in understanding and
effectiveness
13
Dealing with Conflict – Leader’s Guide, Participant Workbook, Trainer’s Guide,
Inventory Booklet, 360 degree feedback set

Most of us are less skilled at handling conflict than we should be. Although
studies show that a negotiating behavior is usually the best response to a conflict
situation, negotiation is a difficult endeavor-one that requires considerable skill
and thought. The normal negotiating behavior, as typically practiced in business
and social contexts, does not generally produce high levels of satisfaction for
either participant. The Dealing with Conflict Instrument (DCI) will help change
this by encouraging conflicting parties to shift to a more collaborative style in
order to find and pursue shared interests, creating a win/win outcome.

The Dealing with Conflict Instrument presents five conflict-handling styles. The
five styles; accommodate, avoid, compromise, compete, and collaborate,
encompass all the effective ways of dealing with conflict. By completing the
Dealing with Conflict Instrument-Self, participants will learn about their own
natural style tendencies, while the information gathered from the DCI 360-Degree
Feedback set will give them insight into how they are perceived by others when
resolving conflicts. The combined results of these assessments indicate which
styles of conflict resolution need the most improvement.
Manager’s Pocket Guide to Dealing with Conflict
 Recognizing the patterns of conflict and the symptoms of stress and low morale
 Determining the root causes of conflict, preventative strategies and resolution
techniques
3. Customer Service – Customer Service is the face of your organization. These front
line representatives do more to create a lasting impression on your clients than any other
member of your business yet remain largely under-trained in the basics of client
relationship.
Customer Service Best Practices
 38 carefully chosen articles, training tools, case studies, and jobs
 Resources profile service best practices and provide the “how to”
20 Training Workshops for Customer Service Vol.1
20 Training Workshops for Customer Service Vol.2
Customer Service Commitment Profile – Paper Assessment
 48-item, self-scoring assessment identifies your degree of competence in six
primary dimensions of customer service
 Compares view of self’s service profile to that of the organization
 Includes interpretation and behavioral recommendations to improve in the six
dimensions of service
14
The Customer Service Intervention
 Succinct, 176-page pocket guide makes any manager a customer service
consultant
 Includes teaching the basics, selecting the right people, developing informational
tools, and selling the big picture
Excuses, Excuses, Excuses…
 Unique manager’s approach to customer service reviews the symptoms of bad
service: excuses
 Learn to understand excuses, side step them, and create service solutions that
prevent the need for inadequate excuses
4. Personality - EQ (or emotional intelligence) is as important as IQ when related to
business success. A deeper understanding of personality and awareness feelings can
effect more than just motivation; it also plays a role in teamwork, sales, and workplace
harmony.
The Six Principles of Successful Self-Management
 Appropriate as self study guide or trainer’s guide to facilitate session on use the
interpretation of Personality Preference Profile
The Personality Preference Profile
 Self-scoring personality assessment developed from Domain Preference Theory
and the work of Abraham Mazlow
 Your domain preference provides insight into problem solving style, approach to
conflict, self management and how to manage self change effectively
Write Type
 Identify your writing style as correspondent, technical writer, creative writer or
analytical writer
 Teach others or yourself to write better in any of the four styles
Emotional Intelligence Profile – Facilitator’s Guide and Paper Assessment
 32-item, self-scoring assessment identifies your emotional intelligence style as
Reflective, Conceptual, Organized or Empathetic
 Compare your style to the general population and learn the advantages and
disadvantages of each style
Personal Style Assessment – Jung-Parry Form
 16-item, forced-ranking, self-scoring assessment of the four Jungian types:
Intuitor, Thinker, Feeler, Sensor
 Interpretation of profiles is provided in the context of the work environment
including typical behaviors, when a type is seen as effective or ineffective
15
Personal Style Assessment – Short Version
 10-item, forced ranking of adjectives, self-scoring assessment of the four Jungian
types: Intuitor, Thinker, Feeler, Sensor
 Interpretation of profiles is provided in the context of the work environment
including typical behaviors, when a type is seen as effective and when a type is
seen as ineffective
5. Learning Styles – If you understand the natural tendencies from which an employee
learns then you have a great starting point for you to develop individualized programs for
technical and skill development.
Learning Styles Inventory – Leader’s Guide and Instrument
 20-item, forced-ranking, self-scoring assessment identifies your learning
preference among four styles: Participating, Reflecting, Experimenting, and
Structuring
 Provides trainers with practical guidance to better match content to learner’s
styles
The Trainer’s Handbook for Participative Learning
 Tips, techniques and checklists for adapting any training curriculum to a more
participative format
 Turns a trainer-lecturer into a facilitator
Learning Styles Questionnaire (Warner) – Facilitator’s Guide and Paper Assessment
 40-item, forced-ranking, self-scoring assessment identifies your learning
preference among four primary styles and ten subscales
 Comparison of self with norm on ten learning subscales
 Strengths and frustrations of each style preference are provided
6. Sales - Every organization sells something, whether it is a product, service,
membership or information. This means that every organization needs individuals who
are properly trained in sales and negotiation techniques in order to compete in today’s
hyper-competitive climate.
The New Sales Game
 Highly interactive, one day training program to help salespeople understand their
customers and become solutions providers
 Includes gap analysis instrument and a group game
50 Activities for Sales Training
50 Activities to Teach Negotiation Skills
The Everyday Negotiator
 250-page book describes two negotiation models: one for beginners for fast,
friendly negotiation and an advanced model for complex, high stakes negotiation
16
25 Role Plays to Teach Negotiation
Sales Effectiveness Profile – Facilitator’s Guide and Paper Assessment
 84-item, self-scoring assessment determines the degree of competence in seven
primary dimensions of sales effectiveness including communication skills,
relationship nurturing, persistence, and exceeding customer expectations
 Interpretation of high and low score and behavioral recommendations
 Includes an individual development plan template
Negotiation Style Profile – Facilitator’s Guide and Paper Assessment
 32-item, self-scoring assessment determines the degree you use four primary
negotiation styles: Confidently Promoting, Carefully Suggesting, Quietly
Manipulating, and Pushy Bullying
 Interpretation of high and low score includes comparison to norm for the general
population
 Includes behavioral suggestions for the positive use of each style
17
Volume 4
Includes materials on:
Hiring and Selection
Training and Development
Organizational Development and Consulting
E-Communication
Human Resources
Employee Development
1. Hiring and Selection - The most important decisions that an organization can make
are hiring and selection. Putting the best individuals possible in every position is crucial
and the decision should not be made lightly. Our materials can round out interviewing
and selection and will assist in filling positions with high performers.
Behavior Description Interviewing – Video Program
 Full day workshop teaches the interviewing technique of behavioral interviewing
including developing and scoring questions, and asking probing questions to elicit
the behavior for which you are looking
Interview for Success – Video Program
 Half to a full day training program on designing competency based interviews.
Includes tools to create an interview guide once the job competencies have been
identified
25 Role Plays for Interview Training
Manager’s Pocket Guide to Recruiting the Workforce of the Future
 Tools, checklists and best practices to hiring and selection procedures to quickly
and efficiently fill today’s hiring needs
Solving the People Puzzle
 181 pages of practical strategies to implement management systems that match
people to mission and establish a high performance workforce
Manager’s Pocket Guide to Interviewing and Hiring Top Performers
 Tools and techniques to help hiring managers attract, screen, and retain top
performers
2. Training and Development - You may be training for the first time, or a well
seasoned veteran, but all trainers can use the tools included here to get a firm footing on
what effective training means to an organization.
Trainer’s Assessment of Proficiency (TAP) – Video Program and Participant Workbook
 3-hour video based program to assess instructor’s strengths and produce a
proficiency profile that identifies development needs
18

Twelve skills assessed include: facilitation skills, maintaining adult relationships,
training transfer, managing time, getting learners to participate and more
The Training House Reproducible Assessment Kit
 25 self-scoring inventories include assessment on management styles, facilitator
skills, work attitude, self awareness, personal traits, job satisfaction and more
Workplace Learning and Performance
Flip Chart Magic
 150-pages, takes you step by step through how to build and use flip charts
effectively in training
Job Aids for Everyone
 Self study methodology to create job-aids in order to save time, improve quality,
and work and manage more efficiently
Evaluating Training
 170-pages, practical and creative ways to evaluate and measure the impact of
training
 How to plan for measuring the impact of training in the design stage
The Training Needs Analysis Toolkit
 22 assessments, tools, and surveys for gathering information, analyzing training
needs and measuring the impact of training
Creative Training Techniques Handbook
 328-pages, covers presentation, motivating learners, visual aids, involving
participants, and customized training
 New – Instrumented learning, participant centered techniques, classroom
management and the myths and methods of e-learning
Humor Works
 280-pages, discusses the linkage between humor and higher levels of creativity,
teamwork, risk taking and communication
 How humor lowers stress and workplace conflict, and raises morale
Training Clips: 150 Handouts, Discussion Starters, and Checklists
 One of kind training tidbits including short articles, job aids, and other items ideal
for the company newsletter
All New Tricks for Trainers
 57 tricks and techniques to break you out of the training doldrums and give your
training the element of surprise
19
The New Field book for Trainers
 Over 60 tools and activities designed for enhancing any experiential training
initiative that supports performance improvement for individuals or teams
Terrific Training Materials
 200-pages, includes 34 ready-to-use graphic design layouts to improve the
graphical presentation of training, job aids, and handouts
Web-Based Interactive Learning Activities
 Unique compendium of 53 interactive training activities and energizers for web
based training.
The Training House Reproducible Games and Simulations
 18 different engaging training games with complete instructions and learning
objectives for a wide range of training applications
101 Games for Trainers
 101 of the best games from Creative Training Techniques Newsletter
Train the Trainer Workshop, 3rd Edition
 The proven workshop for teaching non-professional trainers to develop and
conduct effective training is back. Train-the-Trainer Workshop, 3rd Edition is
thoroughly revised and updated, making it the most complete and valuable book
of its kind available today. This powerful workshop will help you bring your
managers, team leaders and other non-trainers quickly up-to-speed in the basic
skills required to develop and conduct training–confidently, competently and with
ease.
The Encyclopedia of Games for Trainers
 148 training games and a chapter on how to use games best and design your own
games
Changing Pace: Outdoor Games for Experiential Learning
 63 creative games for involving groups outdoors with a minimum of preparation
and complete safety
Experiential Training Activities for Outside and In
 Wide range of engaging 1 to 3 hour exercises that can be conducted indoors or
outdoors
A Compendium of Icebreakers, Energizers, and Introductions
 75 quick exercises ideal for kicking off training, breaking down barriers, and
motivating participants
20
3. OD and Consulting- The responsibilities of the Organizational Development
Department Consultants are widespread and increasingly important. Our materials can
help to discover needs and map solutions for both individuals and organizations.
The Competency Toolkit
 600-pages, comprehensive, step-by-step guide to creating custom competency
models, assessments, and individual development plans
 Covers 360-degree feedback, briefing executives, steps for researching
competencies how to gain organization support for competency based
development and performance evaluation
HR Consultant-In-A-Box
 Complete employee handbook with 68 policies and procedures from dress codes
to personal leave
 Includes: job offers, exit interviews, reference check guides, written warnings,
screening and termination and more
Systems Thinking and Learning
 400-pages, guide contains tools and processes to use systems thinking to move the
organization from elements, structures and functions to seeing the process,
interrelationships, and outcomes
Skills for Internal Consultants Workshop – Instructor’s Guide and Participant
Workbook
 Complete lesson plan and workshop to train internal consultants in key
competencies that include: implementing change, building the client relationship,
evaluating projects, collecting and analyzing data, and feeding back
organizational data
 200 pages, presents practical methods for creating, adapting, and using multi-rater
survey methods to provide sharply targeted feedback to managers
 Includes case examples and best practices to avoid the many pitfalls of 360 degree
feedback
Client Relationship Management
 185-pages, filled with tools for relationship building including finding out the
needs of stakeholders, involving the right people at the right time, developing
successful presentations and more
Competency Based Performance Improvement
 372-pages, step-by-step guide to implementing a competency based performance
improvement system
 Three cases studies include detailed benefit outcomes
Organizational Assessment: Diagnosis and Intervention
 Systematic, time tested framework for assessing organizational issues and
problems, and choosing optimum solutions
21
Survey of Organizational Climate
 60-item organizational survey instrument identifies the level of organization
satisfaction on 12 dimensions including clarity of goals, rewards, standards, and
degree of responsibility, working relationships, and the credibility of management
The Ultimate Trainer’s Resource
4. E-Communication - Teams are now being led virtually, and communication tolls are
more and more technical in nature, making knowledge of effective e-communication vital
to many businesses.
The Computer Training Handbook
 168-pages of practical tips and solutions to help training professionals overcome
the development challenges in training on new technology
On-Demand Learning
 171-pages, how to change the organization learning model to incorporate the shift
toward on-demand service, on-demand training, on-demand everything
Instructional Design for Web Based Learning
 Describes how to effectively design and evaluate web-based training
 Integrating instructional design principles in web-based training (WBT)
 Ideal guide for a WBT project team
Blended E-Learning
 350-pages, tools, techniques and strategies to improve training results through the
optimal blending of e-learning and traditional training.
The Training Professional’s Web Design Toolkit
 216-pages, step-by-step directions to creating a website using Microsoft Office
FrontPage 2003
 Set up surveys, evaluation forms, pop ups and database search capabilities – all on
the web
An Overview of Online Learning, Second Edition
 240-pages, preparatory guide for setting up online learning
 Covers how to achieve learning goals, project issues, and technology
considerations
Manager’s Pocket Guide to Knowledge Management
 Manager’s guide to setting up a knowledge management system in your
organization
 Roadmap to the primary stages: assessment, planning, deployment, and evaluation
22
The Power of E-Communication
 Learn how to communicate clearly and professionally when leading a team,
working from home, or building and managing professional relationships across
geography
Manager’s Pocket Guide to Organizational Learning
 Easy-to-use reference to examine the learning strategies that can be used to
develop a learning organization
Manager’s Pocket Guide to Virtual Teams
 Practical guidebook for idea-sharing, problem solving, managing the details, and
keeping everyone in the loop on geographically fragmented teams
Manager’s Pocket Guide to E-Communication
 Managing and communicating on virtual teams
 Tactics to most effectively use e-mail, video conferencing, voicemail, and
conference calls
5. Human Resources - From selection to the development of talent, human resources is
involved every step of the way. Our materials can aid in discovering the most effective
ways to meet the needs of your most important resource-your people.
Planning and Managing Human Resources
 Strategic planning primer for human resources
 Case studies, exercises and the roles practitioners play in the continuous
improvement of human resources
The Strategic Development of Talent
 500-page guidebook to develop a comprehensive learning plan for your
organization
 Applies strategic planning principles to talent management, knowledge
management, and workplace learning
Career Skills for the New Economy
 Best practices of highly successful free agent workers are profiled
HR Optimization
 166-page guidebook to transform traditional HR departments into a strategic
business partner focused on developing individual and organizational capital
The New Work Culture
 650 page book on the transformational management strategies set against
contemporary trends changing the nature of industry and the economy
23
Manager’s Pocket Guide to Employee Relations
 Manager’s guide to the big picture that impacts building better employee
relationships
 Touches on effects of management practices, management styles, policies, and
employment laws
Manager’s Pocket Guide to Documenting Employee Performance
 Document and change unwanted work behaviors before they become issues
6. Employee Development - Along with our suite of materials we offer employee
development activities and resource materials to assist in reinforcing the ideals of
development and their effects on your organization.
Developing Employee Capital
 This innovative book provides guidelines for helping managers create work
environments where employees can develop themselves, without a great deal of
direction.
50 Activities for Self Development
 Observation skills, influencing others, reducing stress, and more
24
Volume Five
Includes materials on:
Harassment and Workplace Respect
Ethics
Stress and Well Being
Creativity and Innovation
1. Harassment and Workplace Respect - The damage caused by harassment goes
beyond the financial and legal ramifications to your organization; it can potentially
destroy recruiting efforts, morale, teamwork, time management, and nearly every other
important reach of business. Many states are now mandating trainings in these areas.
Sexual Harassment: New Roles, New Rules – Video Program and Participant Workbook
 The most effective way to deal with sexual harassment is to prevent it, rather than
trying to repair the damage after it has occurred. This breakthrough video-based
training program does just that by providing clear, concise, on-the-job rules, and
step-by-step practical approaches to handling potentially problematic situations
 20-minute video and leader’s guide provides clear concise on the job rules and
practical methods to smoothly handle problematic situations
Manager’s Pocket Guide to Preventing Sexual Harassment
 Managers guide to documenting and investigating an incident as well as taking
preventative action
2. Diversity – Although great strides have been made there is still a strong need for
training on diversity issues at all levels of the organizational structure. Our workshops
and products can help to maintain a strong focus on these cultural issues, building a
stronger, more inclusive workplace for everyone.
The Human Diversity Workshop – Facilitator’s Guide and Participant Course Book
 2 day curriculum for training managers to work better with individuals from
diverse backgrounds
 Experiential activities cover goal-setting, interpersonal, and decision makingskills
Manager’s Pocket Guide to Diversity Management
 Guide for managers on building teamwork, navigating difficult situations, and
adding new segments to the marketplace by effectively managing and
understanding diversity
Workforce Diversity Video Training Workshop – Video Program
 20 minute video, plus up to 2 &1/2 hours training on changing attitudes,
recognizing biases, and developing solutions to diversity related problems
25

This is a “how-to” workshop for developing skills for working with individuals
from diverse backgrounds. Participants will learn how to prevent bias and
discrimination and tap into the human potential of their diverse workforce. The
activities in this workshop provide a forum for participants to practice their
interpersonal, goal-setting, and decision-making skills in a number of diversity
scenarios
Diversity & Cultural Awareness Profile – Facilitator’s Guide and Paper Assessment
 48-item, self scoring assessment identifies your degree of competence in six
primary dimensions of awareness of, and commitment to, cultural diversity
 Compares view of self’s diversity profile to that of the organization
 Includes interpretation and behavioral recommendations
3. Ethics - The past several years have seen Ethics training rise to the forefront of
importance for companies of all sizes. Maintaining ethical codes and creating and
creating defined levels of conduct have become as important as any other organizational
function.
Ethical Leadership for the 21st Century – Video Program
 Video and leaders guide dramatically demonstrates the benefits of ethical
leadership for upper management, middle managers, front line supervisors, and
team leaders
 Well defined system for preparing leaders to make ethical decisions
Balancing Personal & Professional Ethics
 Trainer’s guide full of thought provoking case studies and activities designed to
stimulate thinking and provide a method for making ethical decisions
 Includes a step by step guide to create a code of ethics
Ethical Virtuosity
 166-pages, follows a seven-step process to re-examine and articulate the ethics
that define your behavior: self awareness, ethical knowledge, ethical belief
system, emotional discipline, free will, morale courage, and act on personal
commitment
The Ethical Type Indicator
 How do you resolve the ethical and moral dilemmas that arise in your life? Can
you identify, articulate, and defend the ethical principles that govern and
influence your ethical and moral decision-making? What ethical type are you?
 The Ethical Type Indicator will enable you to discover the answers. This selfscoring personal assessment instrument measures the extent to which you prefer
and use six ethical philosophies when confronted with an ethical dilemma
26
4. Stress and Well Being - As organizations attempt to accomplish more work with less
people the issues of stress and general well being have gained more notice and have been
introduced into trainings of several other types.
The Complete Guide to Wellness - 16 Training Modules
 16 modules on complete wellness: physical, emotional, intellectual, and spiritual
 Modules are suitable as classroom participant booklets or self study and cover
cholesterol reduction, stress management, nutrition, fitness, managing change,
self esteem and more
Personal Stress and Well Being – Facilitator’s Guide and Paper Assessment
 84-item, self-scoring assessment determines the degree of stress perceived in
seven primary dimensions including emotional balance, work life, predisposition,
and physical fitness
 Interpretation of high and low score, and ways you can improve are provided
 Includes an individual development plan template
5. Creativity and Problem Solving - From your executive level managers to your entry
level staff, the ability to solve problems effectively and independently can play an
important role across several important.
Problem Solving & Decision Making Toolkit
 32 problem analysis tools organized in seven broad problem categories
 Each tool comes with directions, an example, benefits and cautionary advice
Quick Wits: 50 Critical Thinking Activities
 Compendium of activities to develop thinking skills
 Covers creativity, critical thinking, analysis and problem solving
Polarity Management
 Recognize the difference between problems and polarities
 Polarities are managed where problems are solved
 Includes unique model for managing polarities
Personal Creativity Assessment – Leader’s Guide and Assessment
 62-item, self scoring assessment identifies the creativity barriers and enablers that
impact your creativity
 Includes skill development to overcome barriers to personal creativity
27
Creativity & Innovation Effectiveness Profile – Facilitator’s Guide and Paper
Assessment
 84-item, self-scoring assessment determines the degree of competence in seven
primary dimensions of creativity including idea nurturing, experimenting,
curiosity, and persistence
 Interpretation of high and low score and behavioral recommendations
 Includes an individual development plan template
Manager’s Pocket Guide to Creativity
 Describes a creativity process that can be applied to any business problem solving
challenge
 Identifies barriers to creativity and how to overcome them
Problem Solving Effectiveness Profile – Paper Assessment
 84-item, self scoring assessment determines the degree of competence in seven
primary dimensions of problem solving including data gathering, selecting tools,
weighing alternatives, and risk assessment
 Interpretation of high and low score and behavioral recommendations
 Includes an individual development plan template
Other Topics & Titles:
Goal/Objective Setting Profile – Facilitator’s Guide and Paper Assessment
 84-item, self-scoring assessment determines the degree of competence in seven
primary dimensions of goal/objective setting effectiveness including
measurement, results focus, planning, and target setting
 Interpretation of high and low score and ways you can improve are provided
 Includes an individual development plan template
Influence Styles Inventory – Trainer’s Guide and Questionnaire
 10-minute, self-scoring assessment identifies your dominant influence style as
aggressive, passive, or assertive
 Skill building exercises teach how to use each style productively and emphasize
the use of the assertive style
Assertiveness Profile – Facilitator’s Guide and Paper Assessment
 32-item, self scoring assessment identifies your dominant assertiveness style as
aggressively controlling, firmly asserting, passively observing, or warmly
proposing
 Compare your style to the general population and learn the advantages and
disadvantages of each style
28