Workshops

Developmental Programs in Management, Supervision and Leadership

Our development programs in MANAGEMENT, SUPERVISION and LEADERSHIP are distinguished by training in:

Principles of Total Quality Management

The Building of High Performance Teams

Goal Setting and Action Planning

The Development of Personal Self-Awareness

Achieving Manufacturing Excellence

What is manufacturing excellence? How do you achieve it?

Today's businesses operate in an increasingly competitive and fast changing environment. Today's strategies are tomorrow's failures. And, tomorrows's plans may be outdated the day after. And, with everyone else (or so it seems) also striving for excellence, how do you remain ahead?

World-class producers have to improve continually to remain world-class and to seek constantly for how they can leverage their assets and competencies to stay in front of the competition.

Management must provide three key ingredients if their company is to achieve competitive excellence:

A vision of how manufacturing and their company will function in the 21st century

Leadership in developing the impetus for action

A process for defining and implementing improvement strategies

But for a company to undergo a program of continuous improvement, it must know its current status: its assets and compentencies, its weaknesses and frailities, what needs to change and when. It needs a status report, a profile of where it is now!!

This workshop, "Achieving Manufacturing Excellence", will provide you with the necessary tools to develop your own status report and is designed to assist you in developing your vision of your firm in the next century, what action needs to be taken now to realize the vision and what strategies for improvement and change you need to undertake.

Succession Planning for thr Family Owned Business

The key elements of a family succession plan are explored:

Why do we need a succession plan?

What are the needs of the Ownner and Spouse?

What are the needs of the Successor, Family Members and Heirs?

How do we include family members and other relatives in the business?

How do we ensure the continued growth of the business?

How do we involve the Management Team in the process?

Team Building

This Workshop focuses on the dynamics of groups, the roles people play in the groups, a problem-solving approach to work problems, and effective communication and feedback.

Quest for Quality: A Simulation

Total Quality Management and Continuous Learning is the system by which the continuous improvement of all value-adding processes performed by the organization may be achieved. "adding Value" is defined as meeting the needs of internal and external downstream customers at a minimum cost in a safe environment. In this Simulation of a work environment, we teach the basic fundamental principles of TQM and CL.

A Workshop on Communication

There are at least three different types of communication programs offered to organizations, each referring to a different aspect of the topic but all overlapping in many respects: Person-to-Person, Structural and Cultural. We specialize in helping organizations improve how their culture supportsand impairs communication and its cohorts (decision making, problem-solving, team playing).

ESOP: How to Foster a Sense of Ownership Amoung Employees

A common complaint from management is that employees in ESOP don't act like owners. They gripe and complain, they disown responsibility, they drag their heels and the like, much llike they acted in pre-ESOP days. Many solutions have been offered, usually aimed at specific programs, e.g., learning to understand financials, training employees to work together in teams, learning how to decide what is within one's area of decision making, aand the like. Each of these solutions are worthwhile endeavors, but they still appear to miss the mark.

What is missing amoung employees is a basic sense of identification with the firm, a primary sense of ownership, neither of which magically appears upon the establishment of an ESOP. This sense of ownership has to develop over time. And, one of the most significant and potent sources of identification and of ownership is participation in the strategic planning process , in contributing to deciding on the firm's direction. Short of this, employees remain "employees" and do not become "owners".