Ultimate Performance Management Online Bundle, 10 Certificate Courses

Focus Everyone on the same Priorities to Improve Performance

Ultimate Performance Management Online Bundle, 10 Certificate Courses

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Get Performance Management, Employee Motivation, Developing Your Training Program, Teamwork and Team Building, Coaching and Mentoring, Making Training Stick, Improving Training Results, Leadership and Influence, Supervising Others, and Measuring Results from Training in this Bundle

1. Performance Management: Focus Everyone on the same Priorities to Improve Performance

Performance Management is making sure the employee and the organization are focused on the same priorities. It touches on the organization itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. This is key in keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.

When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organization and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee's skill-set and make them a more valuable employee through feedback and coaching.

By the end of this Performance Management Online Short Course, you will be able to:

  • Define performance management
  • Understand how performance management works and the tools to make it work
  • Learn the three phases of performance management and how to assess it
  • Discuss effective goal-setting
  • Learn how to give feedback on performance management
  • Identify Kolb's learning cycle
  • Recognise the importance of motivation
  • Develop a performance journal and performance plan

2. Employee Motivation: How to Motivate your Team to Achieve Organizational Goals

When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.

The Employee Motivation course will give you several types of tools to become a great motivator, including goal setting and influencing skills. You will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.

By the end of this Employee Motivation Online Short Course, you will be able to:

  • Defining motivation, an employer's role in it and how the employee can play a part
  • Identifying the importance of Employee Motivation
  • Identifying methods of Employee MOtivation
  • Describing the theories which pertain to Employee Motivation - with particular reference to psychology
  • Identifying personality types and how they fit into a plan for Employee Motivation
  • Setting clear and defined goals
  • Identifying specific issues in the field, and addressing these issues and how to maintain this going forward

3. Developing Your Training Program: Learn The ICE Method For Identifying Needs

Successful training programs are meaningful, practical, and beneficial to both trainees and the organizations they work for. This course will give you a step-by-step guide for developing a great training program.

You will start this course by considering what training is, when it is necessary, and what other options are out there. Then, you will learn the ICE method for identifying needs, a seven-step model for instructional design, and tips for building an engaging program. Next, you will walk through the steps of program design, including setting learning objectives, identifying evaluation strategies, choosing learning methodologies, finding content, creating energizers, using assessment tools, developing supporting materials, and testing the program. You will also receive tips on creating a proposal for a training program and building rapport with company sponsors.

By the end of this Developing Your Training Program Online Course, you will be able to:

  • Describe the essential elements of a training program.
  • Apply different methodologies to program design.
  • Demonstrate skills in preparation, research, and delivery of strong content.
  • Explain an instructional model.
  • Be prepared to create a training program proposal.

4. Teamwork and Team Building: Teamwork is Vital in a Successful Organization

For most of us, teamwork is a part of everyday life. Whether it's at home, in the community, or at work, we are often expected to be a functional part of a performing team. Having a strong team will benefit any organization and will lead to more successes than not.

The Teamwork and Team Building course will encourage you to explore the different aspects of a team, as well as ways that they can become a top-notch team performer. You will be given the details and concepts of what makes up a team, and what factors into being a successful team and team member.

Course Topics:

  • Three Types of Teams
  • T&J Four Phase Model
  • Encouraging Teamwork
  • The SWOT Analysis

By the end of this Teamwork and Team Building Online Course you, will be able to: 

  • Understand the concept of a team, and how to monitor success.
  • Explain the four phases of the Tuckman team development model.
  • Understand the three types of teams.
  • Describe actions to take as a leader  and as a follower for each of the four phases (Forming, Storming, Norming, and Performing).
  • Understand the benefits and disadvantages of various team-building activities.
  • Describe several team-building activities that you can use, and in what settings.
  • Follow strategies for setting and leading team meetings.
  • Detail problem - solving strategies using the Six Thinking Hats model -- and one consensus-building approach to solving team problems.
  • List actions to do -- and those to avoid -- when encouraging teamwork.

5. Coaching and Mentoring: Get the Best out of your Employees to Increase Productivity

You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do?

The Coaching And Mentoring course focuses on how to better coach your employees to higher performance. Coaching is a process of relationship building and setting goals. How well you coach is related directly to how well you are able to foster a great working relationship with your employees through understanding them and strategic goal setting.

By the end of this Coaching and Mentoring Online Course, you will be able to:

  • Identify the difference between mentoring and coaching,
  • Understand the GROW model.
  • Identify and set appropriate goals using the SMART method of setting goals.
  • Understand how to identify the current state or reality of your employee’s situation.
  • Identify the steps needed in defining options for your employee
  • Understand how to create a preliminary plan.
  • Finalise a plan or wrap it up motivating your employee to work within them.
  • Identify the benefits of fostering trust with your employee.
  • Identify the steps in giving effective feedback.
  • Identify and overcome obstacles that hinder the growth and development of your employee.
  • Identify the end and how to transition your employee to other growth opportunities.
  • How to use both mentoring and coaching to enable long-term development through a positive relationship with your employee.

6. Making Training Stick: Develop An Effective Training Style

We have all participated in training courses. Some of these have been helpful and useful in our everyday lives and others have seemed redundant and a waste of time. How often have we cheered or grumbled at being asked to participate in a training day? The good news is that all training can be useful and applicable if the trainer keeps some simple tips in mind when developing and applying training. We all learn differently, but there are some truths about learning that can be applicable to most groups and can be tweaked to fit any training session. This course will help you identify ways to make your training stickier for your students.

In this course, you’ll learn ways to help make your training stickier so that the learners will retain the material better. You will familiarize yourself with strategies that can help learning to stick with the audience in an effective and meaningful way. You will learn how to keep learners focused and motivated to absorb material. Also, you will learn ways to develop an effective training style, using appropriate training aids and techniques.

By the end of this Making Training Stick Online Course, you will be able to:

  • Familiarize yourself with strategies that can help learning to stick with the audience in an effective and meaningful way.
  • Know how to keep learners focused and motivated to absorb material.
  • Develop an effective training style, using appropriate training aids and techniques.

7. Train The Trainer - Improving Training Results: Evaluate And Improve Training Results

Think back to the last training program that you conducted or attended. What did you learn from that course? How did you (or your students) apply the new skills back in the workplace? Can you tie those results directly back to the training program?

In this course, you will learn how to measure training results using Donald Kirkpatrick’s four-level evaluation model. You will also learn about essential tools and techniques, including cost-benefit analysis and return on investment.

By the end of this Measuring Training Results course, you will be able to:

  • Identify the most effective methods of training evaluation.
  • Describe the steps required in the essential elements of measuring training results.
  • Tie training measurements back to the original training objectives.
  • Explore the most effective methods to report training results, including a return on investment.

8. Leadership and Influence: Become a Great & Influential Leader

They say that leaders are born, not made. While it is true that some people are born leaders, some leaders are born in the midst of adversity. Often, simple people who have never had a leadership role will stand up and take the lead when a situation they care about requires it. A simple example is parenting. When a child arrives, many parents discover leadership abilities they never knew existed in order to guide and protect their offspring.

Once you learn the techniques of true Leadership and Influence, you will be able to build the confidence it takes to take the lead. The more experience you have acting as a genuine leader, the easier it will be for you. It is never easy to take the lead, as you will need to make decisions and face challenges, but it can become natural and rewarding.

By the end of this Leadership and Influence Online short Course, you will be able to:

  • Understand what leadership means.
  • Explain the Great Man Theory.
  • Explain the Trait Theory.
  • Understand Transformational Leadership.
  • Understand how to adapt your leadership styles for the people you lead.
  • Understand leading by Directing
  • Understand leading by Coaching
  • Understand leading by Participating
  • Understand leading by Delegating
  • Kouzes and Posner
  • Conduct a personal inventory
  • Create an action plan
  • Establish personal goals

9. Supervising Others: Effectively Manage Your Staff to get More out of Them

Supervising others can be a tough job. Between managing your own time and projects, helping your team members solve problems and complete tasks, and helping other supervisors, your day can fill up before you know it.

The Supervising Others course will help supervisors become more efficient and proficient, with information on delegating, managing time, setting goals and expectations (for themselves and others), providing feedback, resolving conflict, and administering discipline.

By the end of this Supervising Others Online Short Course, you will be able to:

  • Define requirements for required work.
  • Set the expectations for your staff.
  • Establish SMART goals for yourself.
  • Help your staff set SMART goals.
  • Learn to delegate appropriately.
  • Provide effective feedback to your staff.
  • Utilise effective time management techniques.
  • Perform effective conflict resolution.
  • Understand how to manage effectively in different situations.
  • Understand what a new supervisor needs to become an effective supervisor.

10. Train The Trainer - Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.

Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.

By the end of this Measuring Results from Training Online Short Course, you will be able to:

  • Understand Kolb's learning styles and learning cycle
  • Understand Kirkpatrick's level of evaluation
  • Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
  • Understand when to use each type of evaluation tool
  • Be able to perform a needs assessment
  • Know how to write learning objectives and link them to evaluation
  • Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
  • Know how to identify the costs, benefits, and return on investment of training
  • Be familiar with the parts of a business case

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This is an incredible opportunity to invest in yourself and your future, sharpen your training skills and learn what it takes to create your own success with Courses For Success Today!

Course Fast Facts:

  1. All courses are easy to follow and understand
  2. Only 6 to 8 hours of study is required per course
  3. Unlimited lifetime access to course materials
  4. Study as many courses as you want
  5. Delivered 100% on-line and accessible 24/7 from any computer or smartphone
  6. You can study from home or at work, at your own pace, in your own time
  7. Certificates 

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Courses are accessed online via our learning management system by any device including PC, MAC, tablet or Smart Phone.

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The courses offered by Courses For Success are unique as they are taught in a step by step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. Courses For Success is committed to high completion rates and therefore 100% student satisfaction.

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Ultimate Performance Management Bundle, 10 Courses includes the following courses, below is a summary of each course: 

Course 1 - Performance Management

Module One - Getting Started

Module Two - The Basics (Part 1)

  • What is performance management?
  • How does performance management work?
  • Tools

Module Three - The Basics (Part 2)

  • Three phase process
  • Assessments
  • Performance reviews

Module Four - Goal Setting

  • SMART goal setting
  • Specific goals
  • Measureable goals
  • Attainable goals
  • Realistic goals
  • Timely goals
  • Monitoring results

Module Five - Establishing Performance Goals

  • Strategic planning
  • Job analysis
  • Setting goals
  • Motivation

Module Six - 360 Degree Feedback

  • What is 360 degree feedback?
  • Vs. traditional performance reviews
  • The components

Module Seven - Competency Assessments

  • Competency assessment defined
  • Implementation
  • Final destination

Module Eight - Kolb's Learning Cycle

  • Experience
  • Observation
  • Conceptualisation
  • Experimentation

Module Nine - Motivation

  • Key factors
  • The motivation organisation
  • Identifying personal motivators
  • Evaluating and adapting

Module Ten - The Performance Journal

  • Record goals and accomplishments
  • Linking with your employees or managers
  • Implementing a performance coach
  • Keeping track

Module Eleven - Creating a Performance Plan

  • Goals
  • Desired results
  • Prioritization
  • Measure
  • Evaluation

Module Twelve - Wrapping Up

Course 2 - Employee Motivation

Module One - Getting Started

Module Two - A Psychological Approach

  • Herzberg's Theory of Motivation
  • Maslow's Hierarchy of needs
  • The two models and motivation

Module Three - Object-Oriented Theory

  • The carrot
  • The whip
  • The plant

Module Four - Using Reinforcement Theory

  • A history of Reinforcement Theory
  • Behavior modification in four steps
  • Appropriate uses in the workplace

Module Five - Using Expectancy Theory

  • A history of Expectancy Theory
  • Understanding the three factors
  • Using the three factors to motivate in the workplace

Module Six - Personality's Role in Motivation

  • Identifying youe personality type
  • Identifying others' personality type
  • Motivators by personality type

Module Seven - Setting Goals

  • Goals and motivation
  • Setting SMART goals
  • Evaluating and adapting

Module Eight - A Personal Toolbox

  • Building your own motivational plan
  • Encouraging growth and development
  • Getting others to see the glass half-full

Module Nine - Motivation on the Job

  • The key factors
  • Creating a motivational organisation
  • Creating a motivational job

Module Ten - Addressing Specific Morale Issues

  • Dealing with individual morale problems
  • Addressing team morale
  • What to do when the whole company is de-motivated

Module Eleven - Keeping yourself Motivated

  • Identifying personal motivators
  • Maximising your motivators
  • Evaluating and Adapting

Module Twelve - Wrapping Up

Course 3 - Developing Your Training Program

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment
  • Pre-Assignment Questions

Session 2: Program Design

  • Getting Started
  • Fitting Into the Plan and Future Growth
  • The Program’s Role
  • Support From Within
  • When is Training Necessary?
  • Alternatives to Training
  • Essential Elements
  • Communicating Training

Session 3: Identifying Needs

  • The ICE Method
  • When is Training Not Appropriate?
  • Isolating
  • Consulting
  • Evaluating
  • Building Your Training Needs Analysis Case Study
  • Making Connections

Session 4: The Training Model

  • Basic Principles: Moderation
  • Balance
  • Involvement
  • Continue Learning!
  • Building an Engaging Program
  • Instructional Systems Design Model

Session 5: The Program’s Basic Outline

  • Learning Objectives: Determining Objectives
  • Determining Objectives
  • Considerations When Writing Objectives
  • Prerequisites
  • Types of Objectives
  • Setting the Scope
  • Verbs for Writing Clear, Concise Training Objectives
  • Objectives Exercise

Session 6: Evaluation Strategies

  • Methods of Evaluation
  • What Information Do You Want?
  • Testing Attitudes
  • Four Levels
  • Evaluation Methods
  • Points to Remember
  • Creative Evaluation Strategies
  • Evaluation Tips
  • Evaluating the Evaluation
  • Sample Feedback Form
  • Evaluations Exercise

Session 7: Defining Your Approach

  • Methodology: Approaches to Learning
  • Key Methodologies
  • Other Ingredients
  • Other Considerations
  • Five Tips for Top Notch Results
  • Approaches to Learning: A Lesson in Itself
  • Project Choices
  • Background Information
  • My Methods

Session 8: Researching and Developing Content

  • Researching Content
  • Content Considerations

Session 9: Pre-Assignments in Training

  • Making Connections

Session 10: Choosing Openings and Energizers

  • Getting Started
  • The Value of Games
  • Types of Games
  • Tips for Success

Session 11: Training Instruments, Assessments, and Tools

  • Making Connections

Session 12: Creating Supporting Materials

  • Student Guides
  • Handouts
  • Electronic Slides

Session 13: Testing the Program

  • Testing the Program

Session 14: Creating Proposals

  • Organizing Your Proposal: Introduction
  • Fundamentals for Writing Internal Proposals
  • Training Proposal Checklist
  • Proposal for a Training Program
  • Framework

Session 15: Building Rapport

  • Building Rapport

Session 16: Pulling it all Together

  • Action Plan

A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 4 - Teamwork and Team Building

Section One: Getting Started

Section Two: Defining Success

  • What is a Team?
  • An Overview of Tuckman and Jensen’s Four-Phase Model

Section Three: Types of Teams

  • The Traditional Team
  • What are Self-Directed Teams
  • Virtual Teams

Section Four: First Stage of Team Development – Forming

  • Characteristics of the Stage Forming
  • A Leaders Role for Forming
  • A Followers Role for Forming

Section Five: Second Stage of Team Development – Storming

  • Characteristics of the Stage Storming
  • A Leaders Role for Storming
  • A Followers Role for Storming

Section Six: Third Stage of Team Development – Norming

  • Characteristics of the Stage Norming
  • A Leaders Role for Norming
  • A Followers Role for Norming

Section Seven: Fourth Stage of Team Development – Performing

  • Characteristics of the Stage Performing
  • A Leaders Role for Performing
  • A Followers Role for Performing

Section Eight: Team Building Activities

  • The Benefits and Disadvantages
  • Team-Building Activities That Won’t Make People Cringe
  • Location for Team-Building

Section Nine: Making the Most of Team Meetings

  • Setting the Time and the Place
  • Trying the 50-Minute Meeting
  • Using Celebrations of All Sizes

Section Ten: Solving Problems as a Team

  • The Six Thinking Hats
  • Encouraging Brainstorming
  • Basic Brainstorming
  • Building Consensus

Section Eleven: Encouraging Teamwork

  • Some Things to Do
  • Some Things to Avoid
  • Some Things to Consider

Section Twelve: Wrapping Up

Course 5 - Coaching and Mentoring

Section One: Getting Started

  • Objectives

Section Two: Coaching, Mentoring, aren’t they the same?

  • Coaching
  • Mentoring
  • The G.R.O.W. Model

Section Three: Setting Goals

  • “G” for Goals
  • Identifying Appropriate Goal Areas
  • Create SMART Goals

Section Four: The Reality of GROW

  • Understanding Where You Are
  • Past Performance

Section Five: Options of GROW…

  • Your Path to BIG Success
  • The Best Approach
  • Structuring a Plan. 22

Section Six: It’s a Wrap

  • Create a Development Plan
  • First Step
  • Motivation

Section Seven: The Importance of Trust

  • What is Trust?
  • Trust & Coaching
  • How to Build a Trusting Relationship

Section Eight: Feedback

  • Characteristics of Good Feedback
  • Constructive Criticism
  • Encouraging Growth and Development

Section Nine: Obstacles & Roadblocks

  • Frequent Obstacles
  • Maslow’s Hierarchy of Needs Pyramid
  • Reviewing Progress & Re-evaluating Goals
  • Focusing on Progress not Shortfalls

Section Ten: Reaching the End

  • Achieving the Goal
  • Record the Achievements

Section Eleven: How Mentoring Differs from Coaching

  • Blending the Two Models
  • GROW Model & Mentoring
  • It’s all About Relationships

Section Twelve: Wrapping it Up

Course 6 - Making Training Stick

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

Session 2: Five Strategies for Stickiness!

  • Background Information
  • The Five Strategies

Session 3: Designing a Program That Will Stick

  • Building Support for your Program
  • Think Ahead
  • Reflect
  • Writing Learning Objectives
  • Why Display or Share Objectives?
  • How Do You Write Objectives?
  • Focusing on Results
  • What is Measurable?

Session 4: Teaching Tips and Tricks

  • The Four Steps in Experiential Learning
  • Making Connections
  • The Principles of Adult Learning
  • Tying Learning to Work
  • Adults vs. Children

Session 5: What Method is the Stickiest?

  • Developing Training That is Sticky

Session 6: Following Up

  • Seven Points for any Follow-Up Program
  • Additional Points
  • The Buddy System and Delegating Follow-Up
  • Follow-up or Folly?

Session 7: Strategies for Taking Training Further

  • Mentorship Programs
  • Trainee Trains Others

Session 8: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 7 - Train The Trainer - Improving Training Results

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment, Part One
  • Pre-Assignment, Part Two

 Session 2: Setting the Framework

  • Identifying What You Will Measure
  • Step One: Isolating
  • Step Two: Consulting
  • Step Three: Evaluating
  • Take Note
  • Determining How You Are Going to Measure It
  • Designing an Evaluation Strategy to Fit Your Training Needs, Part One
  • Designing an Evaluation Strategy to Fit Your Training Needs, Part Two
  • Making Connections, Part One
  • Making Connections, Part Two

 Session 3: Pre-Assignment Review

  • Making Connections

 Session 4: Kirkpatricks Evaluation Model

  • Methods of Evaluation
  • The Four Levels
  • Exploring the Levels
  • Using Rubrics to Evaluate Results
  • Other Methods of Evaluation
  • Points to Remember
  • Creative Evaluation Strategies
  • Evaluation Tips
  • Evaluating the Evaluation
  • Sample Feedback Form
  • Getting Results by Testing the Program
  • Making Connections

 Session 5: The Return on Investment

  • Clarifying Expectations
  • Case Study
  • Indicators of Value
  • What Training Does
  • Getting the Evaluation Right
  • Making Connections
  • Cost-Benefit Analysis, Part One
  • Cost-Benefit Analysis, Part Two
  • The Elements of the CBA
  • Making Connections
  • Cost-Benefit Analysis Worksheet, Part One
  • Cost-Benefit Analysis Worksheet, Part Two
  • Cost-Benefit Analysis Worksheet, Part Three
  • Cost-Benefit Analysis Worksheet, Part Four
  • Calculating the Return on Investment

 Session 6: Presenting Training Results

  • Getting Ready
  • Preparing for the Meeting
  • Getting It Right
  • Ground Control
  • Practice Never Hurts
  • Making Connections
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 8 - Leadership and Influence

Section One: Getting Started

Section Two: How Leadership Evolved

  • What is Leadership
  • Leadership Characteristics
  • Leadership Principles
  • Leadership through the ages
  • The Great Man
  • The Trait Theory
  • Transformational Leadership

Section Three: Situational Leadership

  • Situational Leadership: Telling
  • Situational Leadership: Selling
  • Situational Leadership: Participating
  • Situational Leadership: Delegating

Section Four: A Personal Evaluation

  • Kouzes and Posner
  • A Personal Inventory
  • Create an Action Plan

Section Five: Modeling the Way

  • Inspirational Role Model
  • Influencing Others’ Perspectives

Section Six: Inspiring a Shared Vision

  • Choose Your Vision
  • Communicate Your Vision
  • Identifying the Benefit for Others

Section Seven: Challenging the Process

  • Your Inner Innovator
  • Room for Improvement
  • Lobbying for Change

Section Eight: Enabling Others to Act

  • Encouraging Growth
  • Creating Mutual Respect
  • The Importance of Trust

Section Nine: Encouraging the Heart

  • Sharing Rewards
  • Celebrating Accomplishments
  • Making Celebration Part of Your Culture

Section Ten: Influencing Skills

  • The Art of Persuasion
  • The Principles of Influence

Section Eleven: Setting Goals

  • Create SMART Goals
  • Long-Term Plans
  • Creating a Support System

Section Twelve: Wrapping Up

Course 9 - Supervising Others

Section One: Getting Started

  • Objectives

Section Two: Setting Expectations

  • Criteria for Success
  • Spotting Opportunities for Improvement
  • Setting Expectations Verbally
  • Documenting Expectations

Section Three: Setting Goals

  • Understanding Cascading Goals
  • Creating SMART Goals
  • Helping Others Set Goals

Section Four: Assigning/Delegating Work

  • General Principles
  • The Dictatorial Approach
  • The Apple-Picking Approach
  • The Collaborative Approach

Section Five: Three Degrees of Delegation

  • First Degree: Complete
  • Second Degree: Partial
  • Third Degree: Complete

Section Six: Implementing Delegation

  • When to Delegate
  • Who Should I Delegate to?
  • Providing Instructions
  • Monitoring the Results
  • Delegation Dilemmas

Section Seven: High Impact Feedback

  • Characteristics of Good Feedback
  • Tools for Delivering Feedback
  • Informal Feedback
  • Formal Feedback

Section Eight: Managing Your Time

  • The 80/20 Rule
  • Prioritising with the Urgent-Important Matrix
  • Using a Productivity Journal
  • Using a Productivity Journal

Section Nine: Resolving Conflict

  • Understanding the Effective Conflict Resolution Process
  • Maintaining Fairness
  • Examining Root Causes
  • Creating Mutual Gain Options and Multiple Option Solutions

Section Ten: Establishing Yourself

  • Dealing with Promotion from within a Team
  • Supervising a Brand New Team
  • Dealing with an Established Team

Section Eleven: Survival Tips for a New Supervisor

  • Ask the Right Questions
  • Go to Gemba
  • Keep Learning!

Section Twelve: Wrapping Up

Course 10 - Train The Trainer - Measuring Results from Training

Module One - Getting Started

Module Two: Kolb's Learning Styles

  • Lesson One: The Four-stage process
  • Lesson Two: Accommodators
  • Lesson Three: Divergers
  • Lesson Four: Convergers
  • Lesson Five: Assimilators

Module Three: Kirkpatrick's Level of Evaluation

  • Lesson One: Overview
  • Lesson Two: Level One: Reactions
  • Lesson Three: Level Two: Learning
  • Lesson Four: Level Three: Behavior
  • Lesson Five: Level Four: Results

Module Four: Types of Measurement Tools

  • Lesson One: Goal setting
  • Lesson Two: Self-evaluations
  • Lesson Three: Peer evaluations
  • Lesson Four: Supervisor evaluations
  • Lesson Five: High-Level evaluations

Module Five: Focusing the Training

  • Lesson One: Performing a Needs Assessment
  • Lesson Two: Creating Learning Objectives
  • Lesson Three: Drilling Down Into Content

Module Six: Creating an Evaluation Plan

  • Lesson One: What Will We Evaluate?
  • Lesson Two: When Will the Evaluation be Completed?
  • Lesson Three: How will we evaluate it?
  • Lesson Four: Who will perform the evaluation?

Module Seven: Assessing Learning before Training

  • Lesson One: Workplace Observation
  • Lesson Two: Objectives Assessment

Module Eight - Assessing Learning during Training

  • Reviewing learning objectives
  • Performing hip-pocket assessments
  • Quizzes and tests
  • Skill assessments

Module Nine - Assessing Learning after Training

  • Evaluation timelines
  • Learning journal
  • Goal setting
  • Additional methods of evaluation

Module Ten - The Long Term View

  • Creating a long term evaluation plan
  • Methods of evaluation
  • Documenting lessons learned

Module Eleven - Calculating the Return on Investment (ROI)

  • A basic ROI formula
  • Identifying and measuring tangible benefits
  • Identifying and measuring intangible benefits
  • Calculating total costs
  • Making a business case

Module Twelve - Wrapping Up

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet. 

Minimum specifications for the computer are:

Windows:

  • Microsoft Windows XP, or later
  • Modern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

  • OSX/iOS 6 or later
  • Modern and up to date Browser (Firefox, Chrome, Safari)

All systems

  • Internet bandwidth of 1Mb or faster
  • Flash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

1.  Who are Courses For Success?

Courses For Success is a global course platform that started in 2008 with 5 courses, since then we have grown to over 10,000 online courses. As our courses are delivered online via the internet, we sell our courses worldwide.

Our courses span across many categories including Academic, Animal, Beauty, Business, Career, Counseling, Creative & Media, Health & Therapy, Hobbies & Trades, IT, Personal Development, Sports & Fitness.

Some of the companies we work with include Groupon, Living Social, CNN, Entrepreneur, Mashable, Reed UK, Stack Social and many more.

2.  Is there a refund/cancellation policy?

Yes, we have a 7-day money-back refund guarantee. Just send us an email to email/info)(coursesforsuccess.com with the subject Courses For Success Refund so we can accommodate your request.

3.  What is the FREE Personal Success Training Program?

The Personal Success Training Program was developed by Courses For Success to help our customers achieve success. Currently, we are offering this program for FREE with every course or bundle purchase this month. This is a limited time offer! We have received thousands of reviews for this program, please see: Personal Success Training Program Reviews

4.  Are there any requirements to study this course?

No, anyone who has an interest in learning more about this subject matter is encouraged to take our course. There are no entry requirements to take this course.

5.  Do I require to have finished high school to complete this course?

No, you do not require a High School Diploma or to have finished school to study this course, this course is open to anyone who would like to take this course.

6.  What if English is not my first language?

This course is provided in English, however, due to the digital nature of our training, you can take your time studying the material and make use of tools such as google translate and Grammarly.

7.  Is this course online or conducted in person?

All our courses are accessible online on any device. You may complete them at your own pace and at your own time.

8.  How do I receive my course?

After you have completed the payment, you will receive a confirmation email and tax receipt. You will also receive an email containing your course login details (username and password), as well as instructions on how to access and log in to your course via the internet with any device, please check your junk/spam folder in the event that you do not receive the email.

9.  When does this course start?

Providing you have internet access you can start this course whenever you like, just go to the login page and insert your username and password and you can access the online material.

10.  What is online learning like?

Online learning is easy, if not easier than a traditional academic situation. By studying an online course, the usual boundaries caused by location and time constraints are eliminated, meaning you are free to study where and when you want at your own pace. Of course, you will need to be able to self-manage your time and be organized, but with our help, you’ll soon find yourself settling into a comfortable rhythm of study.

11.  What computer skills do I need for my course?

You don't need to be a computer expert to succeed with our online training, but you should be comfortable typing, using the internet and be capable of using common software (such as Microsoft word).

12.  How long will you have access to the online course?

There is no time limit for completing this course, it can be studied in your own time at your own pace. Once you have purchased this course you will have unlimited lifetime access, meaning you can access this course whenever you want.

13.  How long will my course take?

Individual courses are designed to be completed within 6-8 hours.

If you choose a course bundle, simply multiply the above hours by the number of courses included in the bundle.
For example:

  • 2 course bundle is 2 x 6-8 hours = 12-16 hours
  • 3 course bundle is 3 x 6-8 hours = 18-24 hours
  • 5 course bundle is 5 x 6-8 hours = 30-40 hours
  • 10 course bundle is 10 x 6-8 hours = 60-80 hours
14.  Do I need to buy textbooks?

All the required material for your course is included in the online system, you do not need to buy anything else.

15.  Is the course interactive?

Yes, all our courses are interactive.

16.  Is there an assessment or exam?

Yes, you will be required to complete a multiple-choice test online at the end of your course, you can do this test as many times as you require.

17.  What type of certificate will I receive?

You will receive a Certificate of Completion that is applicable worldwide, which demonstrates your commitment to learning new skills. You can share the certificate with your friends, relatives, co-workers and employers. Also, include it in your resume/CV, professional social media profiles and job applications.

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This course will give you the skills you need to help you obtain employment, but it’s up to you if you get the job or not.

20.  How will this course assist me with my career?

Studying and completing this course will show employers that you have the knowledge in this field, additionally you will gain more confidence in this area of expertise.

21.  How long is the certificate valid for?

The Certificates are valid for life and do not need renewing. 

22.  Can I take more than one course at a time?

Courses are studied online at your own pace and you are free to study as many or as few courses as you wish, we also offer online course bundles that allow you to save on additional courses so that you may get all the topics related to your training goals in one go.

23.  What are the Payment Methods available? Is there a payment plan?

We accept payments via PayPal, Credit Card, Bank Transfer and Amazon Pay for the USA. For payment plans, we offer Sezzle for USA & Canada, Afterpay for Australia & New Zealand. *For faster transaction Credit Card payments are preferred. Please purchase online via our website course product page or contact us at email/info)(coursesforsuccess.com, to pay via bank transfer.

24.  Can I purchase for multiple people?

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You can contact our support team, at any time through live chat on our website, or email at email/info)(coursesforsuccess.com, or by calling one of our phone numbers depending on which country you are in.  

About this Course

Get Performance Management, Employee Motivation, Developing Your Training Program, Teamwork and Team Building, Coaching and Mentoring, Making Training Stick, Improving Training Results, Leadership and Influence, Supervising Others, and Measuring Results from Training in this Bundle

1. Performance Management: Focus Everyone on the same Priorities to Improve Performance

Performance Management is making sure the employee and the organization are focused on the same priorities. It touches on the organization itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. This is key in keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.

When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organization and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee's skill-set and make them a more valuable employee through feedback and coaching.

By the end of this Performance Management Online Short Course, you will be able to:

  • Define performance management
  • Understand how performance management works and the tools to make it work
  • Learn the three phases of performance management and how to assess it
  • Discuss effective goal-setting
  • Learn how to give feedback on performance management
  • Identify Kolb's learning cycle
  • Recognise the importance of motivation
  • Develop a performance journal and performance plan

2. Employee Motivation: How to Motivate your Team to Achieve Organizational Goals

When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.

The Employee Motivation course will give you several types of tools to become a great motivator, including goal setting and influencing skills. You will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.

By the end of this Employee Motivation Online Short Course, you will be able to:

  • Defining motivation, an employer's role in it and how the employee can play a part
  • Identifying the importance of Employee Motivation
  • Identifying methods of Employee MOtivation
  • Describing the theories which pertain to Employee Motivation - with particular reference to psychology
  • Identifying personality types and how they fit into a plan for Employee Motivation
  • Setting clear and defined goals
  • Identifying specific issues in the field, and addressing these issues and how to maintain this going forward

3. Developing Your Training Program: Learn The ICE Method For Identifying Needs

Successful training programs are meaningful, practical, and beneficial to both trainees and the organizations they work for. This course will give you a step-by-step guide for developing a great training program.

You will start this course by considering what training is, when it is necessary, and what other options are out there. Then, you will learn the ICE method for identifying needs, a seven-step model for instructional design, and tips for building an engaging program. Next, you will walk through the steps of program design, including setting learning objectives, identifying evaluation strategies, choosing learning methodologies, finding content, creating energizers, using assessment tools, developing supporting materials, and testing the program. You will also receive tips on creating a proposal for a training program and building rapport with company sponsors.

By the end of this Developing Your Training Program Online Course, you will be able to:

  • Describe the essential elements of a training program.
  • Apply different methodologies to program design.
  • Demonstrate skills in preparation, research, and delivery of strong content.
  • Explain an instructional model.
  • Be prepared to create a training program proposal.

4. Teamwork and Team Building: Teamwork is Vital in a Successful Organization

For most of us, teamwork is a part of everyday life. Whether it's at home, in the community, or at work, we are often expected to be a functional part of a performing team. Having a strong team will benefit any organization and will lead to more successes than not.

The Teamwork and Team Building course will encourage you to explore the different aspects of a team, as well as ways that they can become a top-notch team performer. You will be given the details and concepts of what makes up a team, and what factors into being a successful team and team member.

Course Topics:

  • Three Types of Teams
  • T&J Four Phase Model
  • Encouraging Teamwork
  • The SWOT Analysis

By the end of this Teamwork and Team Building Online Course you, will be able to: 

  • Understand the concept of a team, and how to monitor success.
  • Explain the four phases of the Tuckman team development model.
  • Understand the three types of teams.
  • Describe actions to take as a leader  and as a follower for each of the four phases (Forming, Storming, Norming, and Performing).
  • Understand the benefits and disadvantages of various team-building activities.
  • Describe several team-building activities that you can use, and in what settings.
  • Follow strategies for setting and leading team meetings.
  • Detail problem - solving strategies using the Six Thinking Hats model -- and one consensus-building approach to solving team problems.
  • List actions to do -- and those to avoid -- when encouraging teamwork.

5. Coaching and Mentoring: Get the Best out of your Employees to Increase Productivity

You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do?

The Coaching And Mentoring course focuses on how to better coach your employees to higher performance. Coaching is a process of relationship building and setting goals. How well you coach is related directly to how well you are able to foster a great working relationship with your employees through understanding them and strategic goal setting.

By the end of this Coaching and Mentoring Online Course, you will be able to:

  • Identify the difference between mentoring and coaching,
  • Understand the GROW model.
  • Identify and set appropriate goals using the SMART method of setting goals.
  • Understand how to identify the current state or reality of your employee’s situation.
  • Identify the steps needed in defining options for your employee
  • Understand how to create a preliminary plan.
  • Finalise a plan or wrap it up motivating your employee to work within them.
  • Identify the benefits of fostering trust with your employee.
  • Identify the steps in giving effective feedback.
  • Identify and overcome obstacles that hinder the growth and development of your employee.
  • Identify the end and how to transition your employee to other growth opportunities.
  • How to use both mentoring and coaching to enable long-term development through a positive relationship with your employee.

6. Making Training Stick: Develop An Effective Training Style

We have all participated in training courses. Some of these have been helpful and useful in our everyday lives and others have seemed redundant and a waste of time. How often have we cheered or grumbled at being asked to participate in a training day? The good news is that all training can be useful and applicable if the trainer keeps some simple tips in mind when developing and applying training. We all learn differently, but there are some truths about learning that can be applicable to most groups and can be tweaked to fit any training session. This course will help you identify ways to make your training stickier for your students.

In this course, you’ll learn ways to help make your training stickier so that the learners will retain the material better. You will familiarize yourself with strategies that can help learning to stick with the audience in an effective and meaningful way. You will learn how to keep learners focused and motivated to absorb material. Also, you will learn ways to develop an effective training style, using appropriate training aids and techniques.

By the end of this Making Training Stick Online Course, you will be able to:

  • Familiarize yourself with strategies that can help learning to stick with the audience in an effective and meaningful way.
  • Know how to keep learners focused and motivated to absorb material.
  • Develop an effective training style, using appropriate training aids and techniques.

7. Train The Trainer - Improving Training Results: Evaluate And Improve Training Results

Think back to the last training program that you conducted or attended. What did you learn from that course? How did you (or your students) apply the new skills back in the workplace? Can you tie those results directly back to the training program?

In this course, you will learn how to measure training results using Donald Kirkpatrick’s four-level evaluation model. You will also learn about essential tools and techniques, including cost-benefit analysis and return on investment.

By the end of this Measuring Training Results course, you will be able to:

  • Identify the most effective methods of training evaluation.
  • Describe the steps required in the essential elements of measuring training results.
  • Tie training measurements back to the original training objectives.
  • Explore the most effective methods to report training results, including a return on investment.

8. Leadership and Influence: Become a Great & Influential Leader

They say that leaders are born, not made. While it is true that some people are born leaders, some leaders are born in the midst of adversity. Often, simple people who have never had a leadership role will stand up and take the lead when a situation they care about requires it. A simple example is parenting. When a child arrives, many parents discover leadership abilities they never knew existed in order to guide and protect their offspring.

Once you learn the techniques of true Leadership and Influence, you will be able to build the confidence it takes to take the lead. The more experience you have acting as a genuine leader, the easier it will be for you. It is never easy to take the lead, as you will need to make decisions and face challenges, but it can become natural and rewarding.

By the end of this Leadership and Influence Online short Course, you will be able to:

  • Understand what leadership means.
  • Explain the Great Man Theory.
  • Explain the Trait Theory.
  • Understand Transformational Leadership.
  • Understand how to adapt your leadership styles for the people you lead.
  • Understand leading by Directing
  • Understand leading by Coaching
  • Understand leading by Participating
  • Understand leading by Delegating
  • Kouzes and Posner
  • Conduct a personal inventory
  • Create an action plan
  • Establish personal goals

9. Supervising Others: Effectively Manage Your Staff to get More out of Them

Supervising others can be a tough job. Between managing your own time and projects, helping your team members solve problems and complete tasks, and helping other supervisors, your day can fill up before you know it.

The Supervising Others course will help supervisors become more efficient and proficient, with information on delegating, managing time, setting goals and expectations (for themselves and others), providing feedback, resolving conflict, and administering discipline.

By the end of this Supervising Others Online Short Course, you will be able to:

  • Define requirements for required work.
  • Set the expectations for your staff.
  • Establish SMART goals for yourself.
  • Help your staff set SMART goals.
  • Learn to delegate appropriately.
  • Provide effective feedback to your staff.
  • Utilise effective time management techniques.
  • Perform effective conflict resolution.
  • Understand how to manage effectively in different situations.
  • Understand what a new supervisor needs to become an effective supervisor.

10. Train The Trainer - Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.

Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.

By the end of this Measuring Results from Training Online Short Course, you will be able to:

  • Understand Kolb's learning styles and learning cycle
  • Understand Kirkpatrick's level of evaluation
  • Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
  • Understand when to use each type of evaluation tool
  • Be able to perform a needs assessment
  • Know how to write learning objectives and link them to evaluation
  • Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
  • Know how to identify the costs, benefits, and return on investment of training
  • Be familiar with the parts of a business case

Receive Lifetime Access to Course Materials, so you can review at any time.

For comprehensive information on units of study click the units of study tab above.

This is an incredible opportunity to invest in yourself and your future, sharpen your training skills and learn what it takes to create your own success with Courses For Success Today!

Course Fast Facts:

  1. All courses are easy to follow and understand
  2. Only 6 to 8 hours of study is required per course
  3. Unlimited lifetime access to course materials
  4. Study as many courses as you want
  5. Delivered 100% on-line and accessible 24/7 from any computer or smartphone
  6. You can study from home or at work, at your own pace, in your own time
  7. Certificates 

Course Delivery

Courses are accessed online via our learning management system by any device including PC, MAC, tablet or Smart Phone.

Recognition & Accreditation

The courses offered by Courses For Success are unique as they are taught in a step by step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. Courses For Success is committed to high completion rates and therefore 100% student satisfaction.

Receive Lifetime Access to Course Materials, so you can review at any time.

Ultimate Performance Management Bundle, 10 Courses includes the following courses, below is a summary of each course: 

Course 1 - Performance Management

Module One - Getting Started

Module Two - The Basics (Part 1)

  • What is performance management?
  • How does performance management work?
  • Tools

Module Three - The Basics (Part 2)

  • Three phase process
  • Assessments
  • Performance reviews

Module Four - Goal Setting

  • SMART goal setting
  • Specific goals
  • Measureable goals
  • Attainable goals
  • Realistic goals
  • Timely goals
  • Monitoring results

Module Five - Establishing Performance Goals

  • Strategic planning
  • Job analysis
  • Setting goals
  • Motivation

Module Six - 360 Degree Feedback

  • What is 360 degree feedback?
  • Vs. traditional performance reviews
  • The components

Module Seven - Competency Assessments

  • Competency assessment defined
  • Implementation
  • Final destination

Module Eight - Kolb's Learning Cycle

  • Experience
  • Observation
  • Conceptualisation
  • Experimentation

Module Nine - Motivation

  • Key factors
  • The motivation organisation
  • Identifying personal motivators
  • Evaluating and adapting

Module Ten - The Performance Journal

  • Record goals and accomplishments
  • Linking with your employees or managers
  • Implementing a performance coach
  • Keeping track

Module Eleven - Creating a Performance Plan

  • Goals
  • Desired results
  • Prioritization
  • Measure
  • Evaluation

Module Twelve - Wrapping Up

Course 2 - Employee Motivation

Module One - Getting Started

Module Two - A Psychological Approach

  • Herzberg's Theory of Motivation
  • Maslow's Hierarchy of needs
  • The two models and motivation

Module Three - Object-Oriented Theory

  • The carrot
  • The whip
  • The plant

Module Four - Using Reinforcement Theory

  • A history of Reinforcement Theory
  • Behavior modification in four steps
  • Appropriate uses in the workplace

Module Five - Using Expectancy Theory

  • A history of Expectancy Theory
  • Understanding the three factors
  • Using the three factors to motivate in the workplace

Module Six - Personality's Role in Motivation

  • Identifying youe personality type
  • Identifying others' personality type
  • Motivators by personality type

Module Seven - Setting Goals

  • Goals and motivation
  • Setting SMART goals
  • Evaluating and adapting

Module Eight - A Personal Toolbox

  • Building your own motivational plan
  • Encouraging growth and development
  • Getting others to see the glass half-full

Module Nine - Motivation on the Job

  • The key factors
  • Creating a motivational organisation
  • Creating a motivational job

Module Ten - Addressing Specific Morale Issues

  • Dealing with individual morale problems
  • Addressing team morale
  • What to do when the whole company is de-motivated

Module Eleven - Keeping yourself Motivated

  • Identifying personal motivators
  • Maximising your motivators
  • Evaluating and Adapting

Module Twelve - Wrapping Up

Course 3 - Developing Your Training Program

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment
  • Pre-Assignment Questions

Session 2: Program Design

  • Getting Started
  • Fitting Into the Plan and Future Growth
  • The Program’s Role
  • Support From Within
  • When is Training Necessary?
  • Alternatives to Training
  • Essential Elements
  • Communicating Training

Session 3: Identifying Needs

  • The ICE Method
  • When is Training Not Appropriate?
  • Isolating
  • Consulting
  • Evaluating
  • Building Your Training Needs Analysis Case Study
  • Making Connections

Session 4: The Training Model

  • Basic Principles: Moderation
  • Balance
  • Involvement
  • Continue Learning!
  • Building an Engaging Program
  • Instructional Systems Design Model

Session 5: The Program’s Basic Outline

  • Learning Objectives: Determining Objectives
  • Determining Objectives
  • Considerations When Writing Objectives
  • Prerequisites
  • Types of Objectives
  • Setting the Scope
  • Verbs for Writing Clear, Concise Training Objectives
  • Objectives Exercise

Session 6: Evaluation Strategies

  • Methods of Evaluation
  • What Information Do You Want?
  • Testing Attitudes
  • Four Levels
  • Evaluation Methods
  • Points to Remember
  • Creative Evaluation Strategies
  • Evaluation Tips
  • Evaluating the Evaluation
  • Sample Feedback Form
  • Evaluations Exercise

Session 7: Defining Your Approach

  • Methodology: Approaches to Learning
  • Key Methodologies
  • Other Ingredients
  • Other Considerations
  • Five Tips for Top Notch Results
  • Approaches to Learning: A Lesson in Itself
  • Project Choices
  • Background Information
  • My Methods

Session 8: Researching and Developing Content

  • Researching Content
  • Content Considerations

Session 9: Pre-Assignments in Training

  • Making Connections

Session 10: Choosing Openings and Energizers

  • Getting Started
  • The Value of Games
  • Types of Games
  • Tips for Success

Session 11: Training Instruments, Assessments, and Tools

  • Making Connections

Session 12: Creating Supporting Materials

  • Student Guides
  • Handouts
  • Electronic Slides

Session 13: Testing the Program

  • Testing the Program

Session 14: Creating Proposals

  • Organizing Your Proposal: Introduction
  • Fundamentals for Writing Internal Proposals
  • Training Proposal Checklist
  • Proposal for a Training Program
  • Framework

Session 15: Building Rapport

  • Building Rapport

Session 16: Pulling it all Together

  • Action Plan

A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 4 - Teamwork and Team Building

Section One: Getting Started

Section Two: Defining Success

  • What is a Team?
  • An Overview of Tuckman and Jensen’s Four-Phase Model

Section Three: Types of Teams

  • The Traditional Team
  • What are Self-Directed Teams
  • Virtual Teams

Section Four: First Stage of Team Development – Forming

  • Characteristics of the Stage Forming
  • A Leaders Role for Forming
  • A Followers Role for Forming

Section Five: Second Stage of Team Development – Storming

  • Characteristics of the Stage Storming
  • A Leaders Role for Storming
  • A Followers Role for Storming

Section Six: Third Stage of Team Development – Norming

  • Characteristics of the Stage Norming
  • A Leaders Role for Norming
  • A Followers Role for Norming

Section Seven: Fourth Stage of Team Development – Performing

  • Characteristics of the Stage Performing
  • A Leaders Role for Performing
  • A Followers Role for Performing

Section Eight: Team Building Activities

  • The Benefits and Disadvantages
  • Team-Building Activities That Won’t Make People Cringe
  • Location for Team-Building

Section Nine: Making the Most of Team Meetings

  • Setting the Time and the Place
  • Trying the 50-Minute Meeting
  • Using Celebrations of All Sizes

Section Ten: Solving Problems as a Team

  • The Six Thinking Hats
  • Encouraging Brainstorming
  • Basic Brainstorming
  • Building Consensus

Section Eleven: Encouraging Teamwork

  • Some Things to Do
  • Some Things to Avoid
  • Some Things to Consider

Section Twelve: Wrapping Up

Course 5 - Coaching and Mentoring

Section One: Getting Started

  • Objectives

Section Two: Coaching, Mentoring, aren’t they the same?

  • Coaching
  • Mentoring
  • The G.R.O.W. Model

Section Three: Setting Goals

  • “G” for Goals
  • Identifying Appropriate Goal Areas
  • Create SMART Goals

Section Four: The Reality of GROW

  • Understanding Where You Are
  • Past Performance

Section Five: Options of GROW…

  • Your Path to BIG Success
  • The Best Approach
  • Structuring a Plan. 22

Section Six: It’s a Wrap

  • Create a Development Plan
  • First Step
  • Motivation

Section Seven: The Importance of Trust

  • What is Trust?
  • Trust & Coaching
  • How to Build a Trusting Relationship

Section Eight: Feedback

  • Characteristics of Good Feedback
  • Constructive Criticism
  • Encouraging Growth and Development

Section Nine: Obstacles & Roadblocks

  • Frequent Obstacles
  • Maslow’s Hierarchy of Needs Pyramid
  • Reviewing Progress & Re-evaluating Goals
  • Focusing on Progress not Shortfalls

Section Ten: Reaching the End

  • Achieving the Goal
  • Record the Achievements

Section Eleven: How Mentoring Differs from Coaching

  • Blending the Two Models
  • GROW Model & Mentoring
  • It’s all About Relationships

Section Twelve: Wrapping it Up

Course 6 - Making Training Stick

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

Session 2: Five Strategies for Stickiness!

  • Background Information
  • The Five Strategies

Session 3: Designing a Program That Will Stick

  • Building Support for your Program
  • Think Ahead
  • Reflect
  • Writing Learning Objectives
  • Why Display or Share Objectives?
  • How Do You Write Objectives?
  • Focusing on Results
  • What is Measurable?

Session 4: Teaching Tips and Tricks

  • The Four Steps in Experiential Learning
  • Making Connections
  • The Principles of Adult Learning
  • Tying Learning to Work
  • Adults vs. Children

Session 5: What Method is the Stickiest?

  • Developing Training That is Sticky

Session 6: Following Up

  • Seven Points for any Follow-Up Program
  • Additional Points
  • The Buddy System and Delegating Follow-Up
  • Follow-up or Folly?

Session 7: Strategies for Taking Training Further

  • Mentorship Programs
  • Trainee Trains Others

Session 8: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 7 - Train The Trainer - Improving Training Results

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment, Part One
  • Pre-Assignment, Part Two

 Session 2: Setting the Framework

  • Identifying What You Will Measure
  • Step One: Isolating
  • Step Two: Consulting
  • Step Three: Evaluating
  • Take Note
  • Determining How You Are Going to Measure It
  • Designing an Evaluation Strategy to Fit Your Training Needs, Part One
  • Designing an Evaluation Strategy to Fit Your Training Needs, Part Two
  • Making Connections, Part One
  • Making Connections, Part Two

 Session 3: Pre-Assignment Review

  • Making Connections

 Session 4: Kirkpatricks Evaluation Model

  • Methods of Evaluation
  • The Four Levels
  • Exploring the Levels
  • Using Rubrics to Evaluate Results
  • Other Methods of Evaluation
  • Points to Remember
  • Creative Evaluation Strategies
  • Evaluation Tips
  • Evaluating the Evaluation
  • Sample Feedback Form
  • Getting Results by Testing the Program
  • Making Connections

 Session 5: The Return on Investment

  • Clarifying Expectations
  • Case Study
  • Indicators of Value
  • What Training Does
  • Getting the Evaluation Right
  • Making Connections
  • Cost-Benefit Analysis, Part One
  • Cost-Benefit Analysis, Part Two
  • The Elements of the CBA
  • Making Connections
  • Cost-Benefit Analysis Worksheet, Part One
  • Cost-Benefit Analysis Worksheet, Part Two
  • Cost-Benefit Analysis Worksheet, Part Three
  • Cost-Benefit Analysis Worksheet, Part Four
  • Calculating the Return on Investment

 Session 6: Presenting Training Results

  • Getting Ready
  • Preparing for the Meeting
  • Getting It Right
  • Ground Control
  • Practice Never Hurts
  • Making Connections
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 8 - Leadership and Influence

Section One: Getting Started

Section Two: How Leadership Evolved

  • What is Leadership
  • Leadership Characteristics
  • Leadership Principles
  • Leadership through the ages
  • The Great Man
  • The Trait Theory
  • Transformational Leadership

Section Three: Situational Leadership

  • Situational Leadership: Telling
  • Situational Leadership: Selling
  • Situational Leadership: Participating
  • Situational Leadership: Delegating

Section Four: A Personal Evaluation

  • Kouzes and Posner
  • A Personal Inventory
  • Create an Action Plan

Section Five: Modeling the Way

  • Inspirational Role Model
  • Influencing Others’ Perspectives

Section Six: Inspiring a Shared Vision

  • Choose Your Vision
  • Communicate Your Vision
  • Identifying the Benefit for Others

Section Seven: Challenging the Process

  • Your Inner Innovator
  • Room for Improvement
  • Lobbying for Change

Section Eight: Enabling Others to Act

  • Encouraging Growth
  • Creating Mutual Respect
  • The Importance of Trust

Section Nine: Encouraging the Heart

  • Sharing Rewards
  • Celebrating Accomplishments
  • Making Celebration Part of Your Culture

Section Ten: Influencing Skills

  • The Art of Persuasion
  • The Principles of Influence

Section Eleven: Setting Goals

  • Create SMART Goals
  • Long-Term Plans
  • Creating a Support System

Section Twelve: Wrapping Up

Course 9 - Supervising Others

Section One: Getting Started

  • Objectives

Section Two: Setting Expectations

  • Criteria for Success
  • Spotting Opportunities for Improvement
  • Setting Expectations Verbally
  • Documenting Expectations

Section Three: Setting Goals

  • Understanding Cascading Goals
  • Creating SMART Goals
  • Helping Others Set Goals

Section Four: Assigning/Delegating Work

  • General Principles
  • The Dictatorial Approach
  • The Apple-Picking Approach
  • The Collaborative Approach

Section Five: Three Degrees of Delegation

  • First Degree: Complete
  • Second Degree: Partial
  • Third Degree: Complete

Section Six: Implementing Delegation

  • When to Delegate
  • Who Should I Delegate to?
  • Providing Instructions
  • Monitoring the Results
  • Delegation Dilemmas

Section Seven: High Impact Feedback

  • Characteristics of Good Feedback
  • Tools for Delivering Feedback
  • Informal Feedback
  • Formal Feedback

Section Eight: Managing Your Time

  • The 80/20 Rule
  • Prioritising with the Urgent-Important Matrix
  • Using a Productivity Journal
  • Using a Productivity Journal

Section Nine: Resolving Conflict

  • Understanding the Effective Conflict Resolution Process
  • Maintaining Fairness
  • Examining Root Causes
  • Creating Mutual Gain Options and Multiple Option Solutions

Section Ten: Establishing Yourself

  • Dealing with Promotion from within a Team
  • Supervising a Brand New Team
  • Dealing with an Established Team

Section Eleven: Survival Tips for a New Supervisor

  • Ask the Right Questions
  • Go to Gemba
  • Keep Learning!

Section Twelve: Wrapping Up

Course 10 - Train The Trainer - Measuring Results from Training

Module One - Getting Started

Module Two: Kolb's Learning Styles

  • Lesson One: The Four-stage process
  • Lesson Two: Accommodators
  • Lesson Three: Divergers
  • Lesson Four: Convergers
  • Lesson Five: Assimilators

Module Three: Kirkpatrick's Level of Evaluation

  • Lesson One: Overview
  • Lesson Two: Level One: Reactions
  • Lesson Three: Level Two: Learning
  • Lesson Four: Level Three: Behavior
  • Lesson Five: Level Four: Results

Module Four: Types of Measurement Tools

  • Lesson One: Goal setting
  • Lesson Two: Self-evaluations
  • Lesson Three: Peer evaluations
  • Lesson Four: Supervisor evaluations
  • Lesson Five: High-Level evaluations

Module Five: Focusing the Training

  • Lesson One: Performing a Needs Assessment
  • Lesson Two: Creating Learning Objectives
  • Lesson Three: Drilling Down Into Content

Module Six: Creating an Evaluation Plan

  • Lesson One: What Will We Evaluate?
  • Lesson Two: When Will the Evaluation be Completed?
  • Lesson Three: How will we evaluate it?
  • Lesson Four: Who will perform the evaluation?

Module Seven: Assessing Learning before Training

  • Lesson One: Workplace Observation
  • Lesson Two: Objectives Assessment

Module Eight - Assessing Learning during Training

  • Reviewing learning objectives
  • Performing hip-pocket assessments
  • Quizzes and tests
  • Skill assessments

Module Nine - Assessing Learning after Training

  • Evaluation timelines
  • Learning journal
  • Goal setting
  • Additional methods of evaluation

Module Ten - The Long Term View

  • Creating a long term evaluation plan
  • Methods of evaluation
  • Documenting lessons learned

Module Eleven - Calculating the Return on Investment (ROI)

  • A basic ROI formula
  • Identifying and measuring tangible benefits
  • Identifying and measuring intangible benefits
  • Calculating total costs
  • Making a business case

Module Twelve - Wrapping Up

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet. 

Minimum specifications for the computer are:

Windows:

  • Microsoft Windows XP, or later
  • Modern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

  • OSX/iOS 6 or later
  • Modern and up to date Browser (Firefox, Chrome, Safari)

All systems

  • Internet bandwidth of 1Mb or faster
  • Flash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

1.  Who are Courses For Success?

Courses For Success is a global course platform that started in 2008 with 5 courses, since then we have grown to over 10,000 online courses. As our courses are delivered online via the internet, we sell our courses worldwide.

Our courses span across many categories including Academic, Animal, Beauty, Business, Career, Counseling, Creative & Media, Health & Therapy, Hobbies & Trades, IT, Personal Development, Sports & Fitness.

Some of the companies we work with include Groupon, Living Social, CNN, Entrepreneur, Mashable, Reed UK, Stack Social and many more.

2.  Is there a refund/cancellation policy?

Yes, we have a 7-day money-back refund guarantee. Just send us an email to email/info)(coursesforsuccess.com with the subject Courses For Success Refund so we can accommodate your request.

3.  What is the FREE Personal Success Training Program?

The Personal Success Training Program was developed by Courses For Success to help our customers achieve success. Currently, we are offering this program for FREE with every course or bundle purchase this month. This is a limited time offer! We have received thousands of reviews for this program, please see: Personal Success Training Program Reviews

4.  Are there any requirements to study this course?

No, anyone who has an interest in learning more about this subject matter is encouraged to take our course. There are no entry requirements to take this course.

5.  Do I require to have finished high school to complete this course?

No, you do not require a High School Diploma or to have finished school to study this course, this course is open to anyone who would like to take this course.

6.  What if English is not my first language?

This course is provided in English, however, due to the digital nature of our training, you can take your time studying the material and make use of tools such as google translate and Grammarly.

7.  Is this course online or conducted in person?

All our courses are accessible online on any device. You may complete them at your own pace and at your own time.

8.  How do I receive my course?

After you have completed the payment, you will receive a confirmation email and tax receipt. You will also receive an email containing your course login details (username and password), as well as instructions on how to access and log in to your course via the internet with any device, please check your junk/spam folder in the event that you do not receive the email.

9.  When does this course start?

Providing you have internet access you can start this course whenever you like, just go to the login page and insert your username and password and you can access the online material.

10.  What is online learning like?

Online learning is easy, if not easier than a traditional academic situation. By studying an online course, the usual boundaries caused by location and time constraints are eliminated, meaning you are free to study where and when you want at your own pace. Of course, you will need to be able to self-manage your time and be organized, but with our help, you’ll soon find yourself settling into a comfortable rhythm of study.

11.  What computer skills do I need for my course?

You don't need to be a computer expert to succeed with our online training, but you should be comfortable typing, using the internet and be capable of using common software (such as Microsoft word).

12.  How long will you have access to the online course?

There is no time limit for completing this course, it can be studied in your own time at your own pace. Once you have purchased this course you will have unlimited lifetime access, meaning you can access this course whenever you want.

13.  How long will my course take?

Individual courses are designed to be completed within 6-8 hours.

If you choose a course bundle, simply multiply the above hours by the number of courses included in the bundle.
For example:

  • 2 course bundle is 2 x 6-8 hours = 12-16 hours
  • 3 course bundle is 3 x 6-8 hours = 18-24 hours
  • 5 course bundle is 5 x 6-8 hours = 30-40 hours
  • 10 course bundle is 10 x 6-8 hours = 60-80 hours
14.  Do I need to buy textbooks?

All the required material for your course is included in the online system, you do not need to buy anything else.

15.  Is the course interactive?

Yes, all our courses are interactive.

16.  Is there an assessment or exam?

Yes, you will be required to complete a multiple-choice test online at the end of your course, you can do this test as many times as you require.

17.  What type of certificate will I receive?

You will receive a Certificate of Completion that is applicable worldwide, which demonstrates your commitment to learning new skills. You can share the certificate with your friends, relatives, co-workers and employers. Also, include it in your resume/CV, professional social media profiles and job applications.

Wendy Sue Hunt - 5 STAR REVIEW
"If you are considering taking any “Courses for Success”, I would highly recommend it. I have always been a firm believer it’s important to always sharpen your skills. You are never too old to learn more. I found the courses very helpful, interesting and easy to understand.
The term “Courses for Success” helped me in my current position to succeed. After completing the courses, I gave my manager the completion certificates. Recently I received a promotion too."
Valencia Marie Aviles - 5 STAR REVIEW
"I had a very good experience with my course. It has helped me to get multiple jobs and prepared me for almost everything I would need to know. The course was very informative and easy to understand and broken up perfectly to be done in a short amount of time while still learning a good amount! I would recommend Courses for Success to anyone trying to get abs certifications for job advancements, it is well worth it!"
ELENA GRIFFIN - 5 STAR REVIEW
"I have absolutely enjoyed the materials from Courses for Success. The materials are easy to understand which makes learning enjoyable. Courses for Success have great topics of interest which make you come back for more.
Thank you Courses for Success for being part of my learning journey and making education affordable!"

Our completion certificates are very valuable and will help you progress in your work environment and show employers how committed you are to learn new skills, you might even get a promotion.

18.  Will this course be credited by universities?

No, it is not equivalent to a college or university credit.

19.  Am I guaranteed to get a job with this certificate?

This course will give you the skills you need to help you obtain employment, but it’s up to you if you get the job or not.

20.  How will this course assist me with my career?

Studying and completing this course will show employers that you have the knowledge in this field, additionally you will gain more confidence in this area of expertise.

21.  How long is the certificate valid for?

The Certificates are valid for life and do not need renewing. 

22.  Can I take more than one course at a time?

Courses are studied online at your own pace and you are free to study as many or as few courses as you wish, we also offer online course bundles that allow you to save on additional courses so that you may get all the topics related to your training goals in one go.

23.  What are the Payment Methods available? Is there a payment plan?

We accept payments via PayPal, Credit Card, Bank Transfer and Amazon Pay for the USA. For payment plans, we offer Sezzle for USA & Canada, Afterpay for Australia & New Zealand. *For faster transaction Credit Card payments are preferred. Please purchase online via our website course product page or contact us at email/info)(coursesforsuccess.com, to pay via bank transfer.

24.  Can I purchase for multiple people?

Yes, you can do this by purchasing individually via website or send us a request via email at email/info)(coursesforsuccess.com

25.  Can I request for an invoice before purchase?

Yes, you can request for an invoice via email at email/info)(coursesforsuccess.com

26.  Purchase for a gift?

Yes, you can purchase this course as a gift, simply send an email to email/info)(coursesforsuccess.com, with the course details and we can accommodate this.

27.  Can I create my own course bundle?

Yes, you can customize your own bundle. Please send us the complete list with the exact course link of the courses you'd like to bundle up via email email/info)(coursesforsuccess.com and we will create them for you. *Each course access, time of completion and certification varies depending on the course type.

28.  How will I contact Courses For Success if I have any questions?

You can contact our support team, at any time through live chat on our website, or email at email/info)(coursesforsuccess.com, or by calling one of our phone numbers depending on which country you are in.  

We provide a 7 Day Money Back Refund on all Courses

Special Offer

 

Receive The Personal Success Training Program FREE, When You Purchase This Course - Limited Time Remaining!  (Value $600)

 

The Personal Success Training Program Helps You Stay Focused To Achieve Your Goals!
Benefits:
  • How to layout a Success Plan.
  • Get where you want to be in life.
  • How to unclutter your mind to succeed.
  • Achieve your dreams using your imagination.
  • How to have faith in yourself.
Features:
  • 12 month online access,  24/7 anywhere.
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Course Summary

Course ID: CFS02PM10CB
Delivery Mode: Online
Access: Unlimited lifetime access to course material
Time: Study at your own pace
Duration: 60-80 Hours for total bundle
Assessments: Yes
Qualification: Certificate

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