Henderson Community College is licensed by Achieve Global (formerly Zenger-Miller), an international training and consulting company, to deliver their highly successful FrontLine Leadership (FLL) program. FLL has been extensively researched and is used by over half of the Fortune 500 companies. Based on behavior modeling techniques, FLL is highly interactive and utilizes techniques to ensure the transfer of training from the classroom to the workplace. For example, participants spend substantial time in paired practice sessions, using their newly-learned skills in simulations of their current work situations.

Core Interpersonal Skills

This practical, skills-building set of six FLL modules focuses on the basics of good supervisory management, the human relations skills needed to do the job, and how to integrate these skills into a leadership style that produces results. Ideal for frontline employees, supervisors, directors, administrators, and managers, this course provides the foundation of critical interpersonal skills necessary for success.

FrontLine Leadership: Your Role and the Basic Principles

Gives an overview of the expanding role of supervisors and managers and why the need for their personal skill development has never been greater. Overviews the FrontLine Leadership program, and covers the “Basic Principles” of maintaining positive work relationships as the foundation of all skills in the program.

Giving Constructive Feedback

Builds skill at delivering objective, honest feedback in a coherent fashion that will be relevant and useful to employees.

Getting Good Information From Others

Discusses the value of good information in making better decisions. Covers how to gather in-depth information efficiently.

Getting Your Ideas Across

Provides skills that are particularly helpful for explaining tough decisions or complicated, possibly unpopular ideas.

Dealing with Emotional Behavior

Focuses on ways to defuse non-constructive emotional behavior in work situations and how to refocus energies toward positive, productive solutions to issues.

Recognizing Positive Results

Builds skills beyond giving basic feedback, by incorporating the motivating element of personal appreciation for a job done.

Managing Individual Performance

Perhaps the greatest single influence on an employee’s commitment and performance in his or her direct supervisor or manager. The Managing Individual Performance cluster of modules ( Establishing Performance Expectations, Developing Job Skills, Taking Corrective Action, and Coaching For Optimal Performance) helps participants develop an on-going process for maximizing employee’s potentials.

Establishing Performance Expectations

Offers a method for clearly focusing employees on the right targets, so they can get going quickly, keep goals in view, and make better decisions.

Developing Job Skills

Covers how to train others in technical, mechanical and/or interpersonal skills. Shows how to help employees grow personally and professionally.

Taking Corrective Action

Gives tips for taking prompt action to correct unproductive behavior, replacing punishment with a high priority action plan for getting back on track.

Coaching For Optimal Performance

Shows how to help employees examine their own performance. Provides suggestions for generating employee commitment to improved results and mutually planning and carrying out ways to work smarter. Also covers performance appraisal discussions.

Developing Team Performance

The ability to manage teams of people is more critical than ever in today’s fast-paced business environment. Managers and supervisors who know how to organize and run teams successfully are the key to their organization achieving its strategic objectives. The Developing Team Performance cluster covers fundamental principles of leading successful group efforts.

Clarifying Team Roles and Responsibilities

Shows how to tap the experiences of all team members, thus gaining output from a collaborative effort. This process is appropriate for both on-going and temporary work efforts.

Conducting Information Exchange Meetings

Gives suggestions for moving meetings along quickly, fostering, understanding, and delivering positive post-meeting results.

Resolving Team Conflicts

Covers how to handle conflict between individuals in group situations; gives tools for rebuilding relationships between team members.

Problem Solving For
Individuals And Teams

Today people need basic, easily mastered skills for solving organizational problems. Peoples’ roles may vary from problem solving team leader to team member or individual problem solver, but the need for skills is the same. The Problem Solving For Individuals And Teams cluster offers participants a solid grounding in the process behind problem solving and some insight into the best techniques for solving problems in a group, or on their own.

Solving Problems: The Basic Process

Provides a four-step problem solving process that clarifies the critical path from symptoms to causes, solutions and action plans.

Solving Problems: Tools and Techniques

Demonstrates 24 practical ways to simplify data analysis and stimulate creative solutions to problems in individual and team settings.

Participating in Problem Solving Sessions

Shows participants how to contribute their ideas and encourage others to contribute, thus achieving better solutions through cooperative action.

Leading Problem Solving Sessions

Shows teams leaders how to focus the process and content of problem solving sessions, encourage balanced participation, and build creative team solutions.

Making Organizational Impact

To build collaboration across traditional boundaries, a supervisor needs to work effectively, not just with employees, but with peers and higher-level managers as well. The Making Organizational Impact cluster of units gives a solid foundation for developing trust and creating constructive relationships with others.

Building A Constructive Relationship
With Your Manager

Shows how to build a relationship in which supervisors and their managers both achieve their goals. Builds skills in identifying and planning to work together more effectively.

Building a Collaborative
Relationship with Your Peers

Gives planning and action steps to help participants take the initiative to coordinate well with each other to reach their goals, as well as the organization’s.

Confronting Issues With Your Manager and Peers

Provides a “win-win” approach to conflict resolution. Shows how to clear the air before serious problems affect progress and results.

Winning Support From Others

Shows how to extend personal influence through mutual understanding, good listening and mutual benefits. Covers how to build and maintain supportive relationships to get things done.