Description

This program, has been approved for 3.75 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Managing Relationships During Execution and Close-Out

You may have made the best impression in the client’s mind, developed the best project plan, and obtained stakeholders confidence during the initial stages of the project life cycle. But, it is the project implementation and close-out stages that determine the success of your project. During the implementation stage of the project life cycle, you need to ensure your plan does not go off course, your stakeholders and team members do not lose their sense of ownership, and your customers do not lose confidence in you. During the close-out stage, you need to ensure client satisfaction, determine reasons for client dissatisfaction, and draw a plan to extend long-term relationships. Repeat business and a loyal customer will stand testament to your skills as a relationship manager.

In this course, you will learn the tools and strategies for managing client relationships during the project implementation and close-out stages from one of the experts: David A. Po-Chedley, author of the book, Client Relationship Management, from HRD Press.

This program, has been approved for 3.75 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Managing Interaction-Based Causes for Project Failure

A failed project has dire consequences including destroyed careers, damaged trust, and broken relationships. There are several causes for a project failure. These causes can be due to poor technical performance or poor service performance. Technical aspects of a project are explicit deliverables — things like reports, budgets, directories, and tangible products. These technical aspects are easier to pinpoint and measure. Whereas, the implicit aspects of service performance — things like communication style, professionalism, managing expectations and perceptions — can be far more challenging to pinpoint or define. Regardless of the type, managing and avoiding these failures are crucial to sustained business and positive relationships.

You will learn the five major causes for project failure and the proven strategies to prevent these failures from the expert: David A. Po-Chedley, author of the renowned business book Client Relationship Management from HRD Press.

This program, has been approved for 3.75 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Managing Relationships During Initiation and Planning

Has there been a time when a project missed a deadline, there was an error in the source code, or the project did not go as it was supposed to? Whatever the case; this would have resulted in an unhappy client. Unhappy clients mean lost business and happy clients mean long-term business opportunities and new referrals. The client is happy when their perception of your service has exceeded their expectations. The client not only notices your technical performance but also your service performance, which is how you deliver results. Your professionalism, listening skills, availability, responsiveness, and reliability are all factored into the client’s level of satisfaction. These relationship skills can make the difference between a disappointing customer experience and a memorable one, and prove to be your competitive advantage.

This course helps you understand the factors that lead to client satisfaction. It delivers strategies and techniques to build relationships during the project initiation and planning stages. These stages form the foundation of the project and are crucial for making a good impression. This course is based on the HRD Press book Client Relationship Management authored by David A. Po-Chedley.

This program, has been approved for 3.75 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Managing Relationships During Initiation and Planning

Has there been a time when a project missed a deadline, there was an error in the source code, or the project did not go as it was supposed to? Whatever the case; this would have resulted in an unhappy client. Unhappy clients mean lost business and happy clients mean long-term business opportunities and new referrals. The client is happy when their perception of your service has exceeded their expectations. The client not only notices your technical performance but also your service performance, which is how you deliver results. Your professionalism, listening skills, availability, responsiveness, and reliability are all factored into the client’s level of satisfaction. These relationship skills can make the difference between a disappointing customer experience and a memorable one, and prove to be your competitive advantage.

This course helps you understand the factors that lead to client satisfaction. It delivers strategies and techniques to build relationships during the project initiation and planning stages. These stages form the foundation of the project and are crucial for making a good impression. This course is based on the HRD Press book Client Relationship Management authored by David A. Po-Chedley.

Managing Relationships During Execution and Close-Out

You may have made the best impression in the client’s mind, developed the best project plan, and obtained stakeholders confidence during the initial stages of the project life cycle. But, it is the project implementation and close-out stages that determine the success of your project. During the implementation stage of the project life cycle, you need to ensure your plan does not go off course, your stakeholders and team members do not lose their sense of ownership, and your customers do not lose confidence in you. During the close-out stage, you need to ensure client satisfaction, determine reasons for client dissatisfaction, and draw a plan to extend long-term relationships. Repeat business and a loyal customer will stand testament to your skills as a relationship manager.

In this course, you will learn the tools and strategies for managing client relationships during the project implementation and close-out stages from one of the experts: David A. Po-Chedley, author of the book, Client Relationship Management, from HRD Press.

Managing Interaction-Based Causes for Project Failure

A failed project has dire consequences including destroyed careers, damaged trust, and broken relationships. There are several causes for a project failure. These causes can be due to poor technical performance or poor service performance. Technical aspects of a project are explicit deliverables — things like reports, budgets, directories, and tangible products. These technical aspects are easier to pinpoint and measure. Whereas, the implicit aspects of service performance — things like communication style, professionalism, managing expectations and perceptions — can be far more challenging to pinpoint or define. Regardless of the type, managing and avoiding these failures are crucial to sustained business and positive relationships.

You will learn the five major causes for project failure and the proven strategies to prevent these failures from the expert: David A. Po-Chedley, author of the renowned business book Client Relationship Management from HRD Press.

Contact admin@cyberlearnpro.com for volume discounts.

Authors: Daniel A. Feldman, Ph.D. These courses are designed to help people become better managers. Today, the key skills for managing subordinates are coaching skills: Setting goals, providing constructive feedback, motivating and developing employees in a participative environment.

These courses are designed to help people become better managers. When a person is elevated to a management position, it is usually because he or she has done well at mastering the prerequisite technical skills. While knowledge of the technical side of the job is important, it doesn’t provide guidance for effectively managing subordinates.

This guide will help managers recognize the importance of assuming the role of coach while managing subordinate personnel. Approach your role of coach in the optimal way.

• Learn the key elements of the coaching process
• Develop the different skills that foster good coaching communication
• Identify the many forums available for coaching employees

Coaching employees to develop their skills helps not only the employee, but also the manager, the team, and the organization.

Mentoring Others (Includes Simulation)

As an experienced mentor, you are in a great position to share your accumulated workplace wisdom and expertise with someone else. You want to refresh your understanding of the theories behind effective mentoring to ensure the greatest possible return on your investment of time and energy. In this course, adapted from the book The Manager’s Pocket Guide to Effective Mentoring by Dr. Norman Cohen (HRD Press), you will review the key theories underlying the most solid mentoring efforts.

This course has been approved for 1 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. The number will be included on your certificate of completion. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Authors: Daniel A. Feldman, Ph.D. These courses are designed to help people become better managers. Today, the key skills for managing subordinates are coaching skills: Setting goals, providing constructive feedback, motivating and developing employees in a participative environment.

These courses are designed to help people become better managers. When a person is elevated to a management position, it is usually because he or she has done well at mastering the prerequisite technical skills. While knowledge of the technical side of the job is important, it doesn’t provide guidance for effectively managing subordinates.

This guide will help managers recognize the importance of assuming the role of coach while managing subordinate personnel. Approach your role of coach in the optimal way.

• Learn the key elements of the coaching process
• Develop the different skills that foster good coaching communication
• Identify the many forums available for coaching employees

Coaching employees to develop their skills helps not only the employee, but also the manager, the team, and the organization.

Coaching for Performance

Having skilled employees doesn’t guarantee top performance. High performers may lack challenges and begin to coast. Average performers may shrink from taking on challenges and hide from view. A skilled manager must carefully evaluate employees’ performance, note their strengths and weaknesses, and help construct development plans. But change can’t be dictated. It must be embraced, and managers with coaching skills can empower employees to take risks and enlarge their skill sets. Once you establish coaching relationships, you can shape the direction of your team and create a truly dynamic team atmosphere. In this course, you will coach for performance.

This course has been approved for 1.5 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. The number will be included on your certificate of completion. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Authors: Daniel A. Feldman, Ph.D. These courses are designed to help people become better managers. Today, the key skills for managing subordinates are coaching skills: Setting goals, providing constructive feedback, motivating and developing employees in a participative environment.

These courses are designed to help people become better managers. When a person is elevated to a management position, it is usually because he or she has done well at mastering the prerequisite technical skills. While knowledge of the technical side of the job is important, it doesn’t provide guidance for effectively managing subordinates.

This guide will help managers recognize the importance of assuming the role of coach while managing subordinate personnel. Approach your role of coach in the optimal way.

• Learn the key elements of the coaching process
• Develop the different skills that foster good coaching communication
• Identify the many forums available for coaching employees

Coaching employees to develop their skills helps not only the employee, but also the manager, the team, and the organization.

Establishing a Coaching Relationship (Includes Simulation)

More and more organizations are recognizing the importance of leadership for building a high-performing organization. Workplace leadership is about influencing people to perform at their highest level in achieving the goals of the organization. Coaching is the application of workplace leadership in the area of employee development. To learn any skill fully, you need a guide. To learn how to handle a car safely, you need a driving instructor. To learn mathematics, you need a math teacher. The same goes for work. To get the most out of your work potential, a workplace coach can be invaluable. In this course, you will establish a coaching relationship.

This course has been approved for 1 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. The number will be included on your certificate of completion. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Authors: Daniel A. Feldman, Ph.D. These courses are designed to help people become better managers. Today, the key skills for managing subordinates are coaching skills: Setting goals, providing constructive feedback, motivating and developing employees in a participative environment.

These courses are designed to help people become better managers. When a person is elevated to a management position, it is usually because he or she has done well at mastering the prerequisite technical skills. While knowledge of the technical side of the job is important, it doesn’t provide guidance for effectively managing subordinates.

This guide will help managers recognize the importance of assuming the role of coach while managing subordinate personnel. Approach your role of coach in the optimal way.

• Learn the key elements of the coaching process
• Develop the different skills that foster good coaching communication
• Identify the many forums available for coaching employees

Coaching employees to develop their skills helps not only the employee, but also the manager, the team, and the organization.

Establishing a Coaching Relationship (Includes Simulation)

More and more organizations are recognizing the importance of leadership for building a high-performing organization. Workplace leadership is about influencing people to perform at their highest level in achieving the goals of the organization. Coaching is the application of workplace leadership in the area of employee development. To learn any skill fully, you need a guide. To learn how to handle a car safely, you need a driving instructor. To learn mathematics, you need a math teacher. The same goes for work. To get the most out of your work potential, a workplace coach can be invaluable. In this course, you will establish a coaching relationship.

Coaching for Performance

Having skilled employees doesn’t guarantee top performance. High performers may lack challenges and begin to coast. Average performers may shrink from taking on challenges and hide from view. A skilled manager must carefully evaluate employees’ performance, note their strengths and weaknesses, and help construct development plans. But change can’t be dictated. It must be embraced, and managers with coaching skills can empower employees to take risks and enlarge their skill sets. Once you establish coaching relationships, you can shape the direction of your team and create a truly dynamic team atmosphere. In this course, you will coach for performance.

Mentoring Others (Includes Simulation)

As an experienced mentor, you are in a great position to share your accumulated workplace wisdom and expertise with someone else. You want to refresh your understanding of the theories behind effective mentoring to ensure the greatest possible return on your investment of time and energy. In this course, adapted from the book The Manager’s Pocket Guide to Effective Mentoring by Dr. Norman Cohen (HRD Press), you will review the key theories underlying the most solid mentoring efforts.

If you enroll in the entire catalog, you will receive 3.5 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. The number will be included on your certificate of completion. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.