Training Proposal

Introduction

We are pleased to submit the following seminar-training proposal for your review. This training seminar will provide the Epicenter consultants with the methods and baselines required to assess the culture, leadership, structure, and practices of the organizations they serve. Within this training proposal you will find the following areas covered:

• Roles of Leadership and Management

• Empowerment, Delegation, and Participation

• Power and Influence

• Paradigms, Change, and Charisma

• Communication

• Ethics, Diversity, and Organizational Culture

Other exercises to aid in their assessment of the leadership team will be provided during the seminar and will be available for review upon your request. Thank you for taking the time to review this proposal. Please contact any of the following design team members if you have any questions concerning the training material

Roles of Leadership and Management

“Leaders are those who SERVE the people who SERVE the customer.”

To be able to assess a company’s management style and to suggest improvements, you must first understand the different roles and tasks that a manager has to undertake, and how they should be done. After this is understood, you can then design a plan to correct problems in the current management style and give a plan for implementing change in the organization. This portion of our seminar will give consultants a baseline for the roles that management and leadership must fulfill in an organization.

In a perfect workplace environment, a leader/manager performs many roles. One of the first is to manage energy. In Level Three Leadership (Clawson, 2006) managing energy is one of the first topics brought up. A manager must be able to manage energy in themselves first, then in their employees as well. You should be able to recognize the level of energy in an organization as soon as you walk in the door. When a manager is enthusiastic and applies their energy to the right areas at the right times, they create a flow of energy throughout their workforce. This energy is then applied to the goals at hand, meaning productivity. A high energy level reflects high productivity and a happier workforce; where as a low energy level indicates low productivity and possibly a sluggish workforce.

Secondly, a great leader has the ability to provide guidance to their employees without being too distant or too overbearing. Every person, at some point, needs guidance in their job and the manager should be able to provide that easily.

Managers must understand that every person has a different personality type and work style, and they should be able to take these different types of personalities and use their qualities in a combination that not only produces quality work, but results in the least amount of friction and trouble in the workplace. Building solid, constructive teams is of great importance, especially in a teamwork related environment.

Another important function of a manager is to set goals. A good manager should clearly set and define goals for their department. The manager must be able to devise a plan to execute the department’s goals, and be able to back up his or her goals and plans with facts. Clarity is extremely significant. The employees must all understand exactly what the goals and plans are, and why they should be attained. It is imperative to make the employees WANT to attain the goals that are set by management. For them to want to work toward those goals, they must understand why the plans benefit them individually first, and also how they will improve the company as well. Setting goals is also closely related to initiating change for the better.

Three great principles that should be relayed to management to begin using are; to spread enthusiasm, inspire confidence, and demonstrate integrity.

Spreading enthusiasm can do nothing but benefit a staff. By creating a sense of urgency, lending energy, and making employees believe in your cause, management will greatly improve the atmosphere in the business.

Inspiring confidence in employees is also instrumental to job performance. By taking the fear out of the future, a good leader can make employees feel more secure. Job security is a comfortable feeling, which leads to less stress and tension at work. Maintaining integrity is also a hallmark of a good leader…management is a very visible position and managers need to be aware of that. Great advice to give is to lead by example.

Now that you understand what the important features of a key management team are, you can begin to evaluate the management situations at hand.

There are certain steps to be taken when evaluating a company’s leadership, management, and environment.

• Observe the style of leadership/management currently in place

• Meet with the leaders on all levels to understand their current situation

• Discover the areas that need improvement

• Discern the leaderships’ willingness to change

• Develop a plan of action to bring about the change

The management needs to be reminded that they need to receive suggestions and plans of action with an open mind, even though they may not see immediate results. The leadership and employees will have various reactions, and the managers should be prepared for their reactions and given guidelines regarding how to handle those reactions. It is important to reassure the management that the hard work will be worth the effort.

Empowerment, Delegation and Participation

To understand where the organization needs to be, first assess what model of organization the company has implemented. If the company is steeped in hierarchy layers of management they have not come out of the bureaucracy stage and have not flattened the organization.

Before a consultant can direct changes in management styles there is a need to understand what type of business the organization operates and what is the

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